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OVERVIEW OF THE HR TECHNOLOGY
LANDSCAPES T E V E B O E S E
H 3 H R A D V I S O R S
ABOUT THE PRESENTER
Steve Boese• Co-Chair, HR Technology
Conference• President, H3 HR Advisors,
Inc.• Creator and Host of the HR
Happy Hour podcast• Co-founder of the
Hrevolution• Your new best friend
AGENDA• Why does this matter?• A brief review of history • Size matters• Platforms/Solutions/Capabilities• Strategery• Some considerations• What’s new?• Recommendations/Resources
WHY DOES THIS MATTER?
Every important labor market measure – job openings, unemployment rate, time to fill, etc. are all trending, well trending towards, ‘Talent is hard to find, hard to keep, and the only long-term competitive advantage you may have’.
LET’S TALK ABOUT TECHNOLOGY
PACE OF TECHNOLOGY TRANSFORMATION
2007 2017
iPhone
FitBit
iPad
Uber
Siri
StitchFix
Snapchat
Slack
Echo
Model X
FIRST, THERE WERE THE DINOSAURS
On-premise HR software installs began gaining traction in the mid-market.
Large companies began writing their own programs on internal
mainframes.
60s-70s 80sLate 80sMid 90s
Mid 90sEarly 2000s
Client-server architectures became prevalent and gained popularity. SaaS/Mobile is the new norm.
ERP systems began gaining traction.
Today
SMALL, MEDIUM, LARGE, JUMBO
ECOSYSTEM
PLATFORMSCore HR
• Payroll• Benefits• Time• EE Record
Talent MGMT
• Performance
• Comp• Succession
• Learning
Talent Acq• Source• Screen• Offer• Onboard
Midway between ‘One unified system’, and ‘Best of Breed’, sit the platform providers
SOLUTIONSCore HR
• Scheduling
• Ben Admin
• Leave Admin
• Compliance
Talent MGMT
• Feedback• Coaching• Authoring• Recognition
Talent Acq• Social• Marketing• Content• Video
Within each Platform pillar, there are many, many solution providers – as many
as 2K total
CAPABILITIESAnalytics
Engagement
Collaboration
Communication
Integration
KEY POINTSLarger platforms continue to develop, expand, acquire capabilitiesShrinking distinctions between small, medium, and large solutionsPace of innovation on edges of market continues, fed by investmentsSome estimates claim > 2,000 providers
ON THE ECOSYSTEM
DEVELOPING AN HR TECH STRATEGY
Business
People
Culture
Tech
HR Role
Principles
Success
CORE HR • Size, geography,
complexity, business strategy
• Size, capability of internal HR/Payroll/Benefits teams
• HR Service delivery strategy/capability
• Organizational culture• Technology acumen /
readiness• IT philosophy
TALENT ACQUISITION
• Volume• Categories/Roles• Relative difficulty /
opportunity cost of open roles
• Size/Capability of TA staff
• Culture / composition of hiring teams
• Geography / Recruiting scope
TALENT MANAGEMENT• Talent/People strategy• Skills capability / gaps• Culture and History• People are our #1 Asset
– Are you sure?• Industry / Compliance /
Regulations• Leadership• IT (yes again) –
Integration or Best of Breed
EMPLOYEE ENGAGEMENT
• What do we know?• What do we think?• What can we prove?• What is important to our
culture?• What aligns with our
strategy?• What will our people
embrace?• Lots of solutions…
REPORTING AND ANALYTICS• What are the most
important questions?• What don’t we know?• What takes too long to
answer?• Culture of organization• Data or gut feeling• IT / Technical capacity• Existing capability
KEY POINTS
Build from the center outIdentify how people strategy connected to business strategyAlign tech strategy to support people strategyBuild with an (interim) end in mind
ON STRATEGY
EVALUATION: 5 THINGS TO CONSIDER Capabili
ty
Adoption
Integration
Evolution
Vision
CAPABILITY (DON’T SAY RFP)• Check off the basics – 80%
of what matters• What makes your company
win?• What helps define your
culture?• What capabilities align with
business goals?• What capabilities are you
planning to grown into?• Structured demos/POC/pilot
ADOPTION• Attach rates of existing
customers• User satisfaction measures• Need for formal training /
education• Mobile experience• Fun factor• Time to value/relevance –
WIIFM?
INTEGRATION• Where does this ‘fit’ in our
platform?• Native or non-native?• Relevant examples of similar
integrations• Internal IT capability• Identification and analysis of
tradeoffs• Culture of vendor
EVOLUTION• History• Technical roots,
platforms, development• Stability• Leadership team• Market position• Unbiased feedback
VISION• How leaders ‘see’ work
and workplace tech developing?
• Current and planned response to these changes
• Ability to plan for and execute on their vision
• Cultural alignment• Nice factor
KEY POINTS
Don’t overvalue capability Adoption is rising in importanceHR Tech touches everyoneIntegration is criticalVision and values matter
ON EVALUATIONCapabilit
y
Adoption
Integration
Evolution
Vision
NEW AND EMERGING TRENDS
• Reduce or eliminate organizational barriers
• Elevate customer service
• Create a differentiated and personalized experience
5 THINGS TO LOOK FOR IN 2017 • Continued evolution of
performance management• Increased adoption of
people analytics• Emphasis on ‘total
workforce management’• Uncertain
regulatory/compliance environment
• Convergence of ‘Employee engagement’ technologies
RESOURCES• ‘Big’ Consultancies – Deloitte,
PwC, Accenture, KPMG, Towers, Aon, etc.
• ‘Legacy’ analysts – Gartner, IDC, Forrester
• Independent analysts – Aptitude, Lighthouse, HRWins, etc.
• Content - #HRTech, #HRTechConf, #HRHappyHour, LinkedIn
• HR Technology Conference – www.hrtechconference.com
CONTACTSteve Boese
• Website: www.H3HR.com
• Podcast: www.bit.ly/HRHappyHour
• Twitter: @SteveBoese
• Email: [email protected]