HR Technology Evaluation & Selection

Transcription

1 HR Technology Evaluation & Selection Tools & Tips for Small/Medium Businesses Presented by Jacqueline Kuhn, HRchitect April 28, 2016

2 About HRchitect Founded in April 1997 Thought leader in HCM systems space- frequently publishes articles, research reports and educational presentations Thousands of successful engagements for clients of all sizes across the globe Headquartered in Frisco, Texas Workforce and offices throughout North America

3 About HRchitect

4 Your Presenter: Jacqueline Kuhn, HRIP EVP HCM Consulting Services HRchitect Chicago, Illinois office 30 years in the Human Resources and IT professions Core focus on HR Technology Strategy, Software Evaluation, Change Management Connect with me: ekuhn Fun Fact: Certified Dog Trainer, helping shelter dogs find a forever home.

5 Topics to Cover HCM Trends The SMB difference Building the business case Tips for a successful software evaluation

6 HCM Trends: The Focus of the HR Function 1970 s & 1980 s Compliance 1990 s Self Service 2000 s Talent Management 2010 s Engagement & Retention Personnel Administration Human Resources as a Strategic Business Partner

7 HCM Trends: Employee and Manager expectations 1980 s HR Is there to support me 1990 s I have to do HR s Work 2000 s Manual Processes are too cumbersome 2010 s Access to information for decision making anytime -- anywhere-- Paternalistic Accountability Ownership

8 21 st Century HR Technology: The 00 s Manager & Employee Owned Process Recruiting & Performance Management lead the way HR as a support function to the business Increased access to web accelerates the demand Authoria (Knowledge Management), Enwisen (HR Case Management, icims, (ATS), SuccessFactors (Performance), Taleo (ATS) UltiPro First payroll in the cloud Ascentis SMB focused

9 21 st Century HR Technology: The 10 s Access to Information HR providing information that drives business results Tools with easy access via mobile Expanded Talent Management Processes Enter Big Data and Predictive Analytics Pure cloud end to end HCM products ADP Workforce Now & Vantage Ceridian Day Force cfactor Vibe (SMB Focused) Fairsail (SMB Global) Oracle Cloud HCM SAP SuccessFactors Ultimate Software

10 What is the SMB Difference? Greater Let s need for realization of! Value for price!

11 The Strategic Value Ladder Business Relevant Action Engagement Front Line Efficiency Process Automation

12 Process Automation Foundational Necessary to achieve all other value levels Key Questions Which processes will add value simply by automating them? Will the cost equal the value?

13 Front Line Efficiency Characterized by providing direct access to all Leaders, Managers and employees to complete business processes in a more efficient manner Requires End to End Processes Requires direct access with workflow Key Questions Does it make sense in our organization to do this? Will the impact to operations be worth the results? Will this change allow HR to be more strategic, or provide more services? Start Finish

14 Engagement Defined as creating an experience for employees that is compelling and makes them actually want to do it for themselves rather than call / HR Interactive & Informative Mobile This level that adds benefit to the Organization as a whole Key Questions: Will our culture support this? Can HR drive this? What else has to change to make this happen?

15 Business Relevant Action Drives business actions that influence company performance Defined as using information to take action that has a bearing on or connection with Business Drivers Characterized by providing insight for decision making based on previous history and/or predictive outcomes Key Questions: What incremental effort would this take? Who will champion this? Which processes go first? Company Performance

16 Building the Business Case P R O D U C T I V I T Y! I C O S T $ K? 1. Increased Productivity through higher efficiency and engagement 2. Lower Risk through better compliance, healthy vendors, and more management visibility 3. Managed Costs through refocused staff and predictable fees

17 Ten Tips for a Successful Evaluation process #10 Don t start unless you can finish #9 Choose the right team members for your project #8 The process should be educational, informative and interactive #7 Focus on the future state process details #6 The RFP should focus on differentiators #5 Demonstration Scripts are essential for equitable vendor demos #4 The analyst report is just one data point in your decision making #3 Identify the Strategic Value Ladder step for each process #2 Hire a Vendor Neutral Consultant

18 #1 Tip Software today works.. The Key to Success is getting the software that will work for you!

19 Thank You! Stay Connected with HRchitect: Tech Trends blog on HRchitect.com Linkedin.com/company/HRchitect HRchitect.com US Canada