HR Technology Trends: How New Innovations Are Shaping . PDF Free Download

2y ago

71 Views

1 Downloads

6.66 MB

95 Pages

Report/dmca

Download PDF

Transcription

HR Technology Trends: How Newinnovations Are Shaping HumanResources in 2015 and BeyondSponsored by

Your Presenters:XStephen D. Bruce PhD PHR—ManagingEditor, BLR Media, an award-winningwriter and editor with 25 years ofexperience chronicling the HR field.XJustin Scace—Production Editor, BLRMediaXRusty Lindquist - Vice President ofStrategic HR Insights at BambooHR,where he studies the intersection oforganizational behavior, talentmanagement, and HR strategy, allwithin the dynamics of small tomedium-sized businesses.

AboutHR Daily Advisor’s ResearchProgramX Six times a yearX Pressing, contemporary HRchallengesX Highlight best practices,policies and procedures.X Exclusive database of morethan 250,000 HR pros.

BLR’s HR Technology SurveyXJanuary and February 2015XHow tech is changing HRXWho’s using what?XHow well does it work?XHow far to trust?

Respondent Industry CategoriesHEALTH CARE AND SOCIAL ASSISTANCE14.00%MANUFACTURING13.50%OTHER SERVICES (EXCEPT PUBLIC ADMINISTRATION)11.50%PROFESSIONAL, SCIENTIFIC, TECHNICAL SERVICES9.60%FINANCE AND INSURANCE8.70%EDUCATIONAL SERVICES7.00%5.60%PUBLIC ADMINISTRATIONRETAIL TRADE3.70%INFORMATION (MEDIA, DATA, TELECOMMUNICATION)3.70%CONSTRUCTION3.70%REAL ESTATE AND RENTAL AND LEASING3.40%0.00% 2.00% 4.00% 6.00% 8.00% 10.00% 12.00% 14.00%

ADP (24 mentions)Taleo (13)iCIMS (8)UltiPro (7)Kenexa (5)NeoGov (7)PeopleSoft (4)In-house or companyproprietary systems (10) Newton (4) BambooHR (4) iApplicantsSilkRoadApplicant pplitrack

ATS USAGE BY COMPANY SIZEHR DEPARTMENT SIZECOMPANY SIZE

120.00%100.00%80.00%60.00%40.00%20.00%0.00%Most ProductiveVery ProductiveSomewhat ProductiveNot Very ProductiveLeast ProductiveNot Used

XADP (23% of respondents)XPaychex (6%)XSage (4%)XPeopleSoft (also 4%)XQuickBooks (2%)XA great variety of others are used, includingUltiPro, Ceridian, Oracle, Kronos, ABRA, Paylocity,Paycor, SAP, and Lawson

ADP (11%)X PeopleSoft (5%)X UltiPro (4%)X

XHumana XBravo WellnessX“Our own”/proprietary systemsX“Through our insurance”

“We do not have an HRISsystem I do it all by hand.”

Some of the programs used for this purpose thatwere mentioned by participants include:XA state-created systemXCompany intranet/internal serverXLyncXSharePointXSkillSoftXYammer

ryXCornerstoneXWorkdayXKronosXTaleo

0.00%10.00%0.00%Significantlyreduces costs ofHR activitiesStrongly agreeAgreeIncreases HRproductivitySimplifies HRactivitiesNeither agree nor disagreeReduces timespent on routinetasksDisagreeStrongly disagree

0.00%10.00%0.00%SignificantlyIncreases HRreduces costs productivityof HRactivitiesStrongly agreeNeither agree nor disagreeSimplifies HRactivitiesAgreeDisagreeReduces timespent onroutine tasks

BUSINESS TYPECOMPANY SIZEHR DEPARTMENT SIZEGEOGRAPHIC LOCATION

“My work thinkstechnology is unsafe.I don’t have any HRtechnology at thistime.”

What Else Is HR Doing withTech?X“We use technology to discourage personal use of computers.The technology can track what websites they visit.”X“Complaint management.”X“Process flow creator tool where someone types in an Excelworksheet the step, sub step, maybe identifies the type of step(for example, decision point), and then clicks a button and aprocess flow is presented.”

What Else Is HR Doing withTech?X“Accuracy of document flow and compliance with regulatoryrequirements.”X“Learning new things when you are a new HR manager of one.”X“I just wish my ‘dinosaur’ company I have to work for right nowhad HR Technology! I enjoy the environment and the people butownership puts emphasis on so many other areas and it sure isn’tin HR or my salary.”

Use of Tech Systems for HR FunctionsPAYROLL90.90%APPLICANT TRACKING43.40%TRAINING AND DEVELOPMENT35.30%PERFORMANCE MANAGEMENT31.00%INTERNAL AGEMENTWELLNESS MANAGEMENTMENTORING0.00%24.30%14.70%5.20%20.00% 40.00% 60.00% 80.00% 100.00%

Thank you!

The role ofTECHNOLOGYin HR management

The evolution of Large

HR’s Hierarchy of NeedsStrategicOperations(Culture, Performance,Engagement, Satisfaction,Employment Brand, AdvisingTalent Management, SuccessionPlanning, Learning & Development )General Operations(HRIS, Records, Talent Acquisition,Compliance Tracking, Etc.)Basic Operations(Payroll)

The evolution of LargeTransactional HRHigh-Impact HRHR viewed as a cost centerHR as a strategicinvestment

The changing workforce and workplace Surge of millennialsPerception of loyaltyExodus of baby boomersWorkforce competency and skills gapIncreased competitionGlobalizationIncrease in contingent workersIncrease in remote workersAnd so much more

Nearly one half of respondents ratedtheir HR department as‘not ready’ to reskill itself to meettoday’s business needs.andOnly 8% of HR leaders haveconfidence in their HR teamsskills and abilities tomeet business demands.

The evolution of LargeTransactional HRHigh-Impact HRHR viewed as a cost centerHR as a strategicinvestment

The role ofTECHNOLOGYin HR management1Automate the operational2Elevate HRSetting HR free to do great workBy helping them solve more strategic problems

Two of the largest addressablemarket gaps are:“Strategic HR SkillsTransformation”and“HCM Technology toSupport HR Strategy”

The evolution of LargeTransactional HRHigh-Impact HRHR viewed as a cost centerHR as a strategicinvestment

Right now, perhaps more than in thelast 20 years, Human Resource jobsare some ofthe most important rolesin business forcing HR professionals toup their game.

Wrapup/signoff?

Disclaimers*This webinar is designed to provide accurate andauthoritative information about the subject mattercovered. It is sold with the understanding that thepublisher is not engaged in rendering legal,accounting, or other professional services.*This webinar provides general information only anddoes not constitute legal advice. No attorney-clientrelationship has been created. If legal advice orother expert assistance is required, the services of acompetent professional should be sought. Werecommend that you consult with qualified localcounsel familiar with your specific situation beforetaking any action.

UltiPro, Ceridian, Oracle, Kronos, ABRA, Paylocity, Paycor, SAP, and Lawson . XADP (11%) XPeopleSoft (5%) XUltiPro (4%) XHumana Vitality XWorkrave XHealthyroads XHealthSmart XViverae XBravo Wellness X“Our own”/proprietary systems X“Through our insurance” “We do not have an HRIS system