Bersin by Deloitte: Get Smart on Selection

Get Smart on Selection:

Katherine Jones, VP HCM Technologies

Bersin by Deloitte.

Deloitte Consulting LLC

November 18, 2014

5 Top Criteria for a Talent

Management System

Copyright © 2014 Deloitte Development LLC. All rights reserved.1 Get Smart on Selection: 5 Top Criteria for a Talent Management System

Katherine Jones, Ph.D.

Vice President, HCM Technology Research

Bersin by Deloitte

• Research areas: Talent Management, HR

Technologies and Implementation; Workforce 2020

• Background: Academia, High Tech, Market Analyst

• Over 300 articles in print

Introduction

2©2014 Saba Software, Inc.

Question:

Are you Planning an

Integrated Talent

Management

Software Acquisition?

Click the green to say Yes


Who we are

Global provider of leading practices, trends, and benchmarking research in talent

management, learning, and strategic HR.

6 research practices• Human Resources

• Leadership Development

• Learning & Development

• Talent Acquisition

• Talent Management

• Tools & Technology

Offerings

• WhatWorks® Membership: Research, Tools, Education, Consulting

• IMPACT: The industry’s premiere conference on the Business of Talent

• Advisory Services & Consulting

Human

Resources

Talent

Acquisition

Leadership

Development

Learning &

Development

Talent

Management

Tools &

Technology

About Us

Agenda: Our Journey Today

• How does your HCM strategy influence your technology

decisions for today and tomorrow?

• What applications do you need to manage your talent?

• How do you want your end users to interact with the new

application?

• How will you get the analytics your executives have been

hounding you for?

Change is Afoot!


People Management is Changing

Characteristics of a

Successful Implementation

Standardized

People PracticesMeasuring

Coaching

Performance

JIT Learning

Social

Collaboration

Systems of

Record

Engagement

Employees =

Customers

Mobile Workforce


Another Change: The Move toward an Employee-Centric Organization

Company Actions: Perks and

benefits

Employee Philosophy: “Happy

employees provide better customer

service.”

Employee Goals: Contentment

Measures: Formal or informal

measures of morale

Company Actions: Discrete

engagement initiatives

Employee Philosophy: “People

are our greatest asset.”

Employee Goals: Discretionary

effort

Measures: Formal tracking of

company engagement levels

Company Actions: Integration of

systems and processes

Employee Philosophy: “Our

people are customers of our

management.”

Employee Goals: Passion and

loyalty

Measures: Business results

Employee Satisfaction

Employee Engagement

Employee-Centricity


Addressing Strategy Shifts through Technology

41% Desire to move to new cloud-based

technology/SaaS

Move from disparate local HR

systems to one global system 35%

Desire to consolidate around one

vendor's platform 29%

Investments in Human Capital Management Systems 2014 Katherine Jones. Bersin by Deloitte. Spring 2014.

Technology Strategies are Changing


0%

2%

4%

6%

8%

10%

12%

14%

16%

Move to sharedservices

Move from original “home-made”

system to purchased products

Desire to consolidate around one

vendor’s platform

Workforce management, time,& attendance

Payroll replacement

Applicant Tracking System(ATS)

Learning ManagementSystem (LMS)

Performance managementsystem

Investments in Human Capital Management Systems 2014 Katherine Jones. Bersin by Deloitte. Spring 2014.

Strategy Changes Drive Talent Software Changes

Change is Afoot!

But why now?


Talent

applications

are aging

Recruiting

Performance Management

Compensation

Learning

Time & Attendance

Succession

40%

17%

19%

26%

17%

12%

7+ Years Old

Investments in Human Capital Management Systems 2014, Katherine Jones. Bersin by Deloitte. Spring 2014.


Top 4 Drivers for Replacing TM Software

Source: Investments in Human Capital Management Systems 2014. Katherine

Jones. Bersin by Deloitte. 2014.

60% -- Can’t efficiently integrate with other systems

53% -- Improve user experience

53% -- Inability to get analytics

47% -- “New, better, faster technology solutions in the market

today”


The Following 5 Reasons….

Source: Investments in Human Capital Management Systems 2014. Katherine

Jones. Bersin by Deloitte. 2014.

40%

Business goals cannot be addressed

with existing technology

Dissatisfaction with the vendor

Need for more mobile or social

applications

Uncompetitive user interface with our

existing technology

Home grown – or heavily customized

software in house today

33%


“Cloud”

GOAL

Technology

Consolidation

Application

Integration

CRITERIA

User

Experience

Analytics

Tech

and

Vendor

Mgmt.

What applications do you need to manage your talent?


The Technology Environment

Talent

AcquisitionOnboarding

Learning &

Development

Career

Planning

Performance

Optimization

Succession

Planning

Compensation

and Rewards


Selection Criteria for New Software

Improved analytics

Better User experience

Integration

Cloud

Source: Deploying HCM Technologies: Making Change Work. Katherine Jones.

Bersin by Deloitte. 2014.

HRIS Talent Mgnt Suite

70% 67%

67% 80%

52% 80%

52% 60%

Selection Criteria

for New Software:

2014

How Do You Want Your Users to Interact with the Applications?

Social


Social Collaboration

Huge Increase

in use of social

media at work;

perceived by some

as a major

distractor

Proliferation of

Technology

makes social

communication

easier

Younger

Workers Use

Peers for

Validation

Workforce

Engagement

is Key

Global,

Virtualized

Enterprises


Technology

Creating an Employee-Centric Technology Approach

Reframe1

Treat employees

like your

organization treats

customers

Enable2

Provide a work

experience via

technology that is

seamless, positive,

and intuitive

Free3

Eliminate

unnecessary

impediments to

productivity


Mobile: A System of Engagement

Time and

expense

reporting

Employee

directory

Knowledge

sharing

Learning

solutions

Recruiting

and

applying

Source: Global Human Capital Trends

http://dupress.com/periodical/trends/global-human-capital-trends-2014/?id=us:em:na:dup:duphct14:awa:031914&elq=2876a1a3482641aabd4b6668b9dbfbc7&elqCampaignId=1556


Mobile

Why is Mobile Important?

45%of job candidates

now apply for

jobs on mobile

devices

Source: Global Human Capital Trends; Mobile Learning Cookbook

Proliferation of

Technology

Younger

Workforce

Continuous

Learning

Immediacy of

Transactions

http://dupress.com/periodical/trends/global-human-capital-trends-2014/?id=us:em:na:dup:duphct14:awa:031914&elq=2876a1a3482641aabd4b6668b9dbfbc7&elqCampaignId=1556

http://insights.bersin.com/research/?docid=16419

The Integrated Suite


Stovepipes: Good for Chimneys,

Not for Business Applications


Multiple applications; one

integrated platform

Leverages the same data

model, workflow management,

security model, role-based

access rules, reporting and

analytics tools, and user

portals and navigation

Enables new high-impact

processes, such as workforce

planning, career management,

global succession planning

and total rewards management.

What is an Integrated Talent

Management Suite?

Talent Acquisition

Onboarding

Performance Management

CompensationSuccession and

Leadership Development

Learning and Development

Career Development


Integrated Suites

The most rapidly

growing area of HCM

software

Integrated Talent Management Systems: 2014. Katherine Jones. Bersin by Deloitte. 2014.


There is an

economy inintegration.

Vendor

management issimplified.

Analytics across

multiple products

with multiple data

models are

difficult and prone

to error.

Efficiency andaccuracy in

employee

information isparamount.

The Business Value of Integrated Suites

Easier

Vendor

Management

(SLAs)

True

Analytics

Possible

Both a

Financial

and

Operational

Win

Better Data

More

Efficiently


Criteria for Selection

• Embedded Collaboration

• Networking Capabilities

• Integration with Public Social Sites

• Communities of Interest

• Person and Professional Branding

• Simplified Experience

• Intuitive Consumer Experience

• Centralized Experience

• Role Based Experience

Social

Quick

To

Adapt

Flexible

and

Dynamic

Access

Anywhere

User

Focused

Information

Sharing

• Mobile Technology

• Productivity From Any Location

• Increased Access & Capabilities

• Simple, Faster, Smarter

• Employee Experience and

Influence

• Gameification and Recognition

• Rewards, Perks, and Wellness

• Career Development

• Reputation & Brand Management

• Decision Making and Support

• Global Access and Actionable

Insight

• Peer and Org Knowledge Sharing

• Talent Search and Discovery

• Rapid Innovation

• Customer and Market Influenced

• Accessible Information and Tools

5 Top Criteria for Selecting a Talent Management System

#1 – Articulate your Human Capital Management Strategy

#2 – Select the applications you need and the order you want

to deploy them

#3 – Determine how you want your users to interact with the

new software application

#4 – Plan deployment: Apps delivered on Smartphones?

Laptops? What’s in the Cloud?

#5 -- Ensure your analytics and integration needs can be met

Thank You!

Questions?

LinkedIn: DrKatherineJones

Twitter : Katherine_Jones

Blog at www.bersin.com: Technology for Talent

Email: [email protected]

http://www.bersin.com/Blog/Default.aspx?id=743e55c5-ac69-4a5c-9cb5-997ef277606d

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Bersin by Deloitte: Get Smart on Selection

Recruiting & HR

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