HR Transformation Through Technology
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The document discusses how HR technologies are providing practical solutions to modern workforce issues. Small and mid-sized companies are increasingly using technology to improve operational efficiency, maximize productivity, and strengthen compliance. Key implementation best practices include phased implementations, managed change, and holistic incorporation of technologies. Significant returns on investment can be achieved through reduced costs, improved quality of hire, and increased revenues.
HR Transformation Through Technology
- 1. HR Transformation Through Technology Evan Tierce, SPHR Technology Implementations Mgr. G&A Partners
- 2. Today’s Agenda • Overview – The HR technology industry. What’s hot and what’s not? Who’s “winning” with technology and why? • Desired Outcomes – Operational & Strategic • Technology’s Role – What is it exactly and how does it work? • Return on Investment – Show me the money! • Q&A
- 3. Overview “Business transformation through talent management technology” • HR = Organization itself • Leveraging your greatest asset also means mitigating against your greatest liability.
- 4. Human Capital Technology • $140 billion + • Current trends – Cloud-based and mobile solutions development – Social tools and self-service incorporating rapidly – Integrated platforms expanding (internally/externally, vertically/laterally) – Analytics are more easily accessed – Target markets emerging • State of acquisition – SAP, SuccessFactors – Oracle, Taleo – SalesForce.com, Rypple – Cornerstone Ondemand, Sonar6
- 5. Utilization • Who’s using human capital technology? – Companies of all sizes and industries – Process and quality-oriented organizations – Pay-for-performance organizations – Existing HCT subscribers • What’s working? – Phased implementations – Managed change throughout implementation – Holistic incorporation – Consistency • What isn’t working? – Technology as the sole solution – Unilateral implementation – Data silos – Too much technology
- 6. Operational Outcomes “Begin with the end in mind” • Increased operational efficiency • Strengthened compliance • Reduced costs • Increased revenues • Third-party influencers
- 7. Strategic Outcomes Ask yourself these critical questions… • How will technology help me hire the best people? • How will technology help translate individual performance into organizational performance? • How can technology help employees perform their jobs better tomorrow than they do today? • How can technology help my team spend more time GROWING the business?
- 8. Implementation “Measure twice, cut once” • Existing systems • Current Resources • Time-to-Implement • System Adoption
- 9. Definitions Cloud LMS SaaS ATS Mul--‐ Tenant HCM Integrated Unified Talent Mgmt. EPM E-‐ Learning PEPM On-‐ demand Self-‐ service
- 10. Vendor Sample SAP Cornerstone On-‐Demand HourDoc.com Peoplefluent Kronos SumTotal Kenexa bSwiI HireRight HR Toolbench Vana Sapien TalentWise Oracle SuccessFactors Taleo Ceridian Ul-mate SoIware Workday TALX Visier Saba Ascen-s HR Smart Silk Road
- 11. G&A Methodology Recruit Onboard Track Perform Reward Develop
- 12. G&A Sample Solution Set • Technology Solutions: – Applicant Tracking System – Onboarding System – Time & Labor Management System – Performance Management System – *Learning Management System – *Benefits Management System – >>HRIS
- 13. Applicant Tracking (ATS) • Automates and standardizes the sourcing, recruiting, assessment, and hiring processes. • Capabilities • Create, manage, and store job requisitions • Distribute internal and external job postings • Perform detailed candidate searches • Customize job applications • Assign candidate questions and ranking • Manage interview scheduling • Conduct candidate assessments • Run custom reports
- 14. ATS Features
- 15. Onboarding • Automates new hire data capture, form management, and communications • Capabilities • Web accessible • Capture E-signature • Manage Form W-4 and I-9 • Send automated notifications • Real-time data validation • Customize form workflows • File forms digitally and securely • Leverage systems integration
- 17. Time & Attendance (T&A) • Replaces manual processes related to capturing, managing, and reporting time • Capabilities • Multiple time capture options • Employee self-service • Track PTO, vacation, and sick leave • Track overtime • Manage job costing • Create and distribute schedules • Track and notify certification / skill cycles • HRIS integration
- 18. T&A Features
- 19. Performance Mgmt. (PM) • Automates and standardizes the management of job competencies, goals, and performance evaluations. • Capabilities • Create SMART, company-aligned goal plans • Administer tailored performance reviews • Conduct 360 multi-rater reviews • Track performance with feedback tools • Use writing assistant and coaching support tools • Customize review workflows • Utilize succession planning tools • Create organizational charts
- 20. PM Features
- 21. ROI factors to consider… • Applicant Tracking – Reduced labor costs, expenses, and process leaks – Improved quality of hire – Reduced time-to-fill – Reduced turnover • Onboarding – Improved first impressions = reduced 90-day turnover – Reduced paper, printing, and mailing expenses – Less data entry and opportunity for manual error • Time & Attendance – Reduced labor expense relating to time collection, calculation, and payroll preparation – Eliminated time card fraud / time theft – Reduced unauthorized overtime expense – Eliminated PTO policy abuse
- 22. PM ROI • Goal alignment • High potentials / succession • Employee engagement • Employment decision support
- 23. Summary • HR technologies are providing practical solutions to modern workforce issues. • Small and mid-sized companies are increasingly utilizing technology to improve their bottom line and maximize workforce productivity. • Technology selection and implementation best-practices are keys to success. • Significant ROI’s are being achieved.
- 24. More Information • Resources: – Gartner – Bersin & Associates – The Aberdeen Group – Nucleus Research – Towers Watson – Aon Hewitt – Vendor whitepapers and research articles
- 25. Q&A What questions do you have?
- 26. Thank You G&A Partners is a Houston-based HR and administrative services company that manages human resources, benefits, payroll, accounting and risk management for growing businesses. G&A maintains offices in Houston, Dallas, San Antonio, Austin, College Station, Corpus Christi, Arizona and Utah. For more information about the company, visit www.gnapartners.com or call 713.784.1181 Please send questions to info@gnapartners.com