HR Technology Trends: How New innovations Are Shaping Human

Resources in 2015 and BeyondSponsored by

Your Presenters:

Stephen D. Bruce PhD PHR—Managing Editor, BLR Media, an award-winning writer and editor with 25 years of experience chronicling the HR field.

Justin Scace—Production Editor, BLR Media

Rusty Lindquist - Vice President of Strategic HR Insights at BambooHR, where he studies the intersection of organizational behavior, talent management, and HR strategy, all within the dynamics of small to medium-sized businesses.

AboutHR Daily Advisor’s Research Program

Six times a yearPressing, contemporary HR challenges Highlight best practices, policies and procedures. Exclusive database of more than 250,000 HR pros.

BLR’s HR Technology Survey

January and February 2015

How tech is changing HR

Who’s using what?

How well does it work?

How far to trust?

0.00% 2.00% 4.00% 6.00% 8.00% 10.00% 12.00% 14.00%

REAL ESTATE AND RENTAL AND LEASING

CONSTRUCTION

INFORMATION (MEDIA, DATA, TELECOMMUNICATION)

RETAIL TRADE

PUBLIC ADMINISTRATION

EDUCATIONAL SERVICES

FINANCE AND INSURANCE

PROFESSIONAL, SCIENTIFIC, TECHNICAL SERVICES

OTHER SERVICES (EXCEPT PUBLIC ADMINISTRATION)

MANUFACTURING

HEALTH CARE AND SOCIAL ASSISTANCE

3.40%

3.70%

3.70%

3.70%

5.60%

7.00%

8.70%

9.60%

11.50%

13.50%

14.00%

Respondent Industry Categories

0.00% 2.00% 4.00% 6.00% 8.00% 10.00% 12.00% 14.00%

REAL ESTATE AND RENTAL AND LEASING

CONSTRUCTION

INFORMATION (MEDIA, DATA, TELECOMMUNICATION)

RETAIL TRADE

PUBLIC ADMINISTRATION

EDUCATIONAL SERVICES

FINANCE AND INSURANCE

PROFESSIONAL, SCIENTIFIC, TECHNICAL SERVICES

OTHER SERVICES (EXCEPT PUBLIC ADMINISTRATION)

MANUFACTURING

HEALTH CARE AND SOCIAL ASSISTANCE

3.40%

3.70%

3.70%

3.70%

5.60%

7.00%

8.70%

9.60%

11.50%

13.50%

14.00%

Respondent Industry Categories

0.00% 2.00% 4.00% 6.00% 8.00% 10.00% 12.00% 14.00%

REAL ESTATE AND RENTAL AND LEASING

CONSTRUCTION

INFORMATION (MEDIA, DATA, TELECOMMUNICATION)

RETAIL TRADE

PUBLIC ADMINISTRATION

EDUCATIONAL SERVICES

FINANCE AND INSURANCE

PROFESSIONAL, SCIENTIFIC, TECHNICAL SERVICES

OTHER SERVICES (EXCEPT PUBLIC ADMINISTRATION)

MANUFACTURING

HEALTH CARE AND SOCIAL ASSISTANCE

3.40%

3.70%

3.70%

3.70%

5.60%

7.00%

8.70%

9.60%

11.50%

13.50%

14.00%

Respondent Industry Categories

• ADP (24 mentions)• Taleo (13)• iCIMS (8)• UltiPro (7)• Kenexa (5)• NeoGov (7)• PeopleSoft (4)• In-house or company

proprietary systems (10)• Newton (4)• BambooHR (4)

• iApplicants• SilkRoad• Applicant Pro• HireCentric• HODES• JobVite• PeopleAdmin• SAP• BrassRing• Applitrack

COMPANY SIZE

HR DEPARTMENT SIZE

ATS USAGE BY COMPANY SIZE

COMPANY SIZE

HR DEPARTMENT SIZE

ATS USAGE BY COMPANY SIZE

COMPANY SIZE

HR DEPARTMENT SIZE

ATS USAGE BY COMPANY SIZE

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

120.00%

Most Productive Very Productive Somewhat Productive

Not Very Productive Least Productive Not Used

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

120.00%

Most Productive Very Productive Somewhat Productive

Not Very Productive Least Productive Not Used

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

120.00%

Most Productive Very Productive Somewhat Productive

Not Very Productive Least Productive Not Used

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

120.00%

Most Productive Very Productive Somewhat Productive

Not Very Productive Least Productive Not Used

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

120.00%

Most Productive Very Productive Somewhat Productive

Not Very Productive Least Productive Not Used

ADP (23% of respondents)

Paychex (6%)

Sage (4%)

PeopleSoft (also 4%)

QuickBooks (2%)

A great variety of others are used, including

UltiPro, Ceridian, Oracle, Kronos, ABRA, Paylocity,

Paycor, SAP, and Lawson

ADP (11%)PeopleSoft (5%)

UltiPro (4%)

Humana Vitality

Workrave

Healthyroads

HealthSmart

Viverae

Bravo Wellness

“Our own”/proprietary systems

“Through our insurance”

“We do not have an HRIS system … I do it all by hand.”

Some of the programs used for this purpose that

were mentioned by participants include:

A state-created system

Company intranet/internal server

Lync

SharePoint

SkillSoft

Yammer

ADP

Halogen

PeopleSoft

UltiPro

In-house/proprietary

Cornerstone

Workday

Kronos

Taleo

c

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

90.00%

100.00%

Significantlyreduces costs of

HR activities

Increases HRproductivity

Simplifies HRactivities

Reduces timespent on routine

tasksStrongly agree Agree Neither agree nor disagree Disagree Strongly disagree

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

90.00%

100.00%

Significantlyreduces costs

of HRactivities

Increases HRproductivity

Simplifies HRactivities

Reduces timespent on

routine tasks

Strongly agree AgreeNeither agree nor disagree Disagree

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

90.00%

100.00%

Significantlyreduces costs

of HRactivities

Increases HRproductivity

Simplifies HRactivities

Reduces timespent on

routine tasks

Strongly agree AgreeNeither agree nor disagree Disagree

BUSINESS TYPE

COMPANY SIZE

HR DEPARTMENT SIZE

GEOGRAPHIC LOCATION

BUSINESS TYPE

COMPANY SIZE

HR DEPARTMENT SIZE

GEOGRAPHIC LOCATION

BUSINESS TYPE

COMPANY SIZE

HR DEPARTMENT SIZE

GEOGRAPHIC LOCATION

BUSINESS TYPE

COMPANY SIZE

HR DEPARTMENT SIZE

GEOGRAPHIC LOCATION

“My work thinks technology is unsafe. I don’t have any HR technology at this time.”

What Else Is HR Doing with Tech?

“We use technology to discourage personal use of computers. The technology can track what websites they visit.”

“Complaint management.”

“Process flow creator tool where someone types in an Excel worksheet the step, sub step, maybe identifies the type of step (for example, decision point), and then clicks a button and a process flow is presented.”

What Else Is HR Doing with Tech?

“Accuracy of document flow and compliance with regulatory requirements.”

“Learning new things when you are a new HR manager of one.”

“I just wish my ‘dinosaur’ company I have to work for right now had HR Technology! I enjoy the environment and the people but ownership puts emphasis on so many other areas and it sure isn’t in HR or my salary.”

0.00% 20.00% 40.00% 60.00% 80.00% 100.00%

MENTORING

WELLNESS MANAGEMENT

COMPENSATION PLANNING/MANAGEMENT

INTERNAL COMPANY COMMUNICATION

PERFORMANCE MANAGEMENT

TRAINING AND DEVELOPMENT

APPLICANT TRACKING

PAYROLL

5.20%

14.70%

24.30%

28.30%

31.00%

35.30%

43.40%

90.90%

Use of Tech Systems for HR Functions

0.00% 20.00% 40.00% 60.00% 80.00% 100.00%

MENTORING

WELLNESS MANAGEMENT

COMPENSATION PLANNING/MANAGEMENT

INTERNAL COMPANY COMMUNICATION

PERFORMANCE MANAGEMENT

TRAINING AND DEVELOPMENT

APPLICANT TRACKING

PAYROLL

5.20%

14.70%

24.30%

28.30%

31.00%

35.30%

43.40%

90.90%

Use of Tech Systems for HR Functions

0.00% 20.00% 40.00% 60.00% 80.00% 100.00%

MENTORING

WELLNESS MANAGEMENT

COMPENSATION PLANNING/MANAGEMENT

INTERNAL COMPANY COMMUNICATION

PERFORMANCE MANAGEMENT

TRAINING AND DEVELOPMENT

APPLICANT TRACKING

PAYROLL

5.20%

14.70%

24.30%

28.30%

31.00%

35.30%

43.40%

90.90%

Use of Tech Systems for HR Functions

Thank you!

The role of

TECHNOLOGYin HR management

The evolution of HR

BusinessValue

H

L

Strategic

Operational

Micro Small Mid Large

The evolution of HR

BusinessValue

H

L

Strategic

Operational

Micro Small Mid Large

HR’s Hierarchy of Needs

Basic Operations(Payroll)

General Operations(HRIS, Records, Talent Acquisition,

Compliance Tracking, Etc.)

Strategic Operations

(Culture, Performance,Engagement, Satisfaction,

Employment Brand, AdvisingTalent Management, Succession

Planning, Learning & Development…)

The evolution of HR

BusinessValue

H

L

Strategic

Operational

Micro Small Mid Large

HR viewed as a cost centerTransactional HR High-Impact HR

HR as a strategic investment

The evolution of HR

BusinessValue

H

L

Strategic

Micro Small Mid Large

HR viewed as a cost centerTransactional HR High-Impact HR

HR as a strategic investment

Operational

The changing workforce and workplace

• Surge of millennials• Perception of loyalty• Exodus of baby boomers• Workforce competency and skills gap• Increased competition• Globalization• Increase in contingent workers• Increase in remote workers• And so much more

HR’s Hierarchy of Needs

Basic Operations(Payroll)

General Operations(HRIS, Records, Talent Acquisition,

Compliance Tracking, Etc.)

Strategic Operations

(Culture, Performance,Engagement, Satisfaction,

Employment Brand, AdvisingTalent Management, Succession

Planning, Learning & Development…)

Nearly one half of respondents rated their HR department as

‘not ready’ to reskill itself to meet today’s business needs.

and

Only 8% of HR leaders have confidence in their HR teams

skills and abilities to meet business demands.

The evolution of HR

BusinessValue

H

L

Strategic

Micro Small Mid Large

HR viewed as a cost centerTransactional HR High-Impact HR

HR as a strategic investment

Operational

Automate the operationalSetting HR free to do great work

Elevate HRBy helping them solve more strategic problems

12

The role of

TECHNOLOGYin HR management

Two of the largest addressable market gaps are:

and

“Strategic HR Skills Transformation”

“HCM Technology to Support HR Strategy”

The evolution of HR

BusinessValue

H

L

Strategic

Micro Small Mid Large

HR viewed as a cost centerTransactional HR High-Impact HR

HR as a strategic investment

Operational

Right now, perhaps more than in the last 20 years, Human Resource jobs

are some of the most important roles

in business…

forcing HR professionals to up their game.

Wrapup/signoff?

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.