The Art of HR Influence: How To Build A Better Business Case For HR

Transcription

1 : How To Build A Better Business Case For HR Technology Sponsored Projects By: Presented by: Christopher Ford Silicon Valley Bank Brian Sharp HRsoft Sponsored By: Thursday, December 11, :00 p.m. to 3:00 p.m. Eastern 1:00 p.m. to 2:00 p.m. Central 12:00 p.m. to 1:00 p.m. Mountain 11:00 a.m. to 12:00 p.m. Pacific 2014 BLR and HR Hero Business & Legal Resources and HR Hero. All rights reserved. These materials may not be reproduced in part or in whole by any process without written permission. This program has been approved for 1.00 credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI).The Program ID number will be ed to the registered participant at the completion of the conference. For more information about certification or recertification, please visit the HRCI website at

2 How to Build a Better Business Case for HR Technology Projects Our Presenters Christopher Ford Director of HR Operations Silicon Valley Bank Brian Sharp Chief Marketing Officer HRsoft

3 The key to successful leadership today is influence, not authority. Kenneth Blanchard The Art of Influence

4 6 Principles of Influence 1. Reciprocity 2. Scarcity 3. Commitment 4. Consensus 5. Liking 6. Authority Project Approval Challenges 1. HR gets the last dollar 2. Fewer resources 3. Not natural sales people

5 Poll Question CHANGE When is your next HR technology project? a. 0-6 months b months c months d. 18+ months e. No initiatives planned 1. Strategic Fit 2. Alignment 3. Options 4. Presentation

6 Strategic Fit Finding the Strategic Fit Where is the company currently? Current company goals Where is the company going? Look at vision, mission and/or strategy How does this technology fit in? Support HR & company vision/mission

7 Finding the Strategic Fit Case Study Example Alignment

8 Poll Question CHANGE What C-Level executive impacts your project approval the most? a. CHRO b. CFO c. CIO d. CEO e. All of the above f. None of the above Demonstrating Value for the C-Suite CEO & CHRO Align your business case with: Current company goals Company vision, mission and/or strategy

9 Demonstrating Value for the C-Suite CFO Align your business case with: Revenue Profitability Fiscal Responsibility Does it make financial sense? Demonstrating Value for the C-Suite CIO Align your business case with: Impact on I.T. resources Long term I.T. support Technology benefits Impact on technology roadmap

10 Presenting Options Poll Question CHANGE Why do you feel most HR technology projects are not approved? a. Project not aligned with key stakeholders b. Too much information c. The wrong information d. The wrong timing e. Budget & resource constraints f. None of the above

11 Presenting Options 3 Solution Recommendations Every Business Case Should Include: Option 1: Do nothing Option 2: Recommendation Option 3: Do something different Presenting Options Make the case for your recommendation! Shows professional maturity Be a business leader not a victim Learn insight into the process

12 The Presentation Effectively Presenting Your Business Case Know the protocol/process/format Every company is different Up to you to know it well & follow it Know your audience Internal market intelligence Network & collect info

13 Talent Takeaways Strategic Fit with C-Suite 3 Solution Recommendations Know Your Protocols & Audience

14 Strategy Session answer questions share resources offer solutions HRsoft.com How to Build a Better Business Case for HR Technology Projects

15 Disclaimers *This webinar is designed to provide accurate and authoritative information about the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional services. *This webinar provides general information only and does not constitute legal advice. No attorney-client relationship has been created. If legal advice or other expert assistance is required, the services of a competent professional should be sought. We recommend that you consult with qualified local counsel familiar with your specific situation before taking any action.

16 Christopher Ford Christopher is the Associate Director of HRIS, HR Operations, HR Compliance and Payroll for Silicon Valley Bank. With over 1500 employees and 700 contractors, Christopher is charged with designing and implementing an HR technology roadmap that increases employee engagement and HR efficiency at a lower total cost of ownership. Christopher has over 20 years of technology experience in the Silicon Valley as both an HR leader and entrepreneur working with companies such as Cisco, Maxim Integrated Products and Ascend Communications. Brian Sharp Brian is the Chief Marketing Officer at HRsoft, a High Impact Talent Management software company that specializes in cloud-based software solutions to improve employee engagement and retention. With over 20+ years of marketing and management experience, Brian has been involved in the start-up, development and successful exits of three companies. He is a frequent presenter and author on the topic of HR technology strategy. At HRsoft, he is responsible for product marketing and company branding across North America. Brian lives in Northern California with his dream wife Becky, and their 3 young children: Ryder, River & Presley. When he is not online or on a microphone, you'll find him riding a board of any kind or rooting for his San Francisco sports teams!

17 HRsoft is a cloud-based, High Impact Talent Management software company that specializes in improving employee engagement and retention for mid-sized employers. Our High Impact Talent Management System includes modules for compensation management software, applicant tracking software, performance management software, total rewards communication software, stay interview software, and content management software. Discover more about HRsoft at