April 18, 2017 · 4:30 am
I came across this fascinating white paper from SilkRoad the other day. The Big Shift Puts Employees First: HR Transforms from Processes and Transactions to Employee Experiences, is the 2017 contribution to their annual State of Talent reports. This shines a light on how the HR tech conversation has switched from tech to employees. The paper opens with this: ”More than ever, today’s CEOs recognize the tremendous competitive advantage in a workforce that’s highly motivated, excited and tightly connected to business goals. Building a powerful workforce strategy remains front and center for HR teams.”
White papers are, by their nature, primarily marketing documents. The data are collected and analyzed in a way that put a positive light on the vendor/purveyor who commissions the study and report. There appear to be robust data behind this analysis with the use of results from 8 surveys (including one from an analyst firm), fielded throughout 2016, from1,335 respondents in HR leadership positions, It’s a vendor white paper, to be sure, but one of the more interesting I’ve seen.
The topics covered in the report include the following:
State of Talent Strategy
State of Talent Technology
State of the Employee Experience
State of Talent Acquisition and the Candidate Experience
State of Onboarding and the New Hire Experience
State of Talent Development and the Employee Experience
State of Analytics and Technology
State of HR
Top Five Talent Trends
Don’t let this long and timely list deter you from downloading the report: it’s a compact 30 pages full of graphics and survey data. You can read this in under 30 minutes – and you’ll be smarter for it. These are critical topics for HR leaders and professionals in all industries – all over the world.
Introducing the first chapter, The State of Talent Strategy, 4 disruptors are identified that set the stage for the interesting data and discussions that follow:
Disruptor #1: Dissatisfaction with HR Technology
Disruptor #2: Continuing pressure to improve business outcomes
Disruptor #3: Changing workforce, multiple generations
Disruptor #4: Differentiation to attract talent
And then the following chart really kicks things off:
These data points then lead the fascinating analysis and discussions that follow. Even keeping in mind that this is a marketing document, it’s extremely well done and brings to light some important (and maybe surprising) shifts in focus and strategy that leaders (not just HR leaders) are contemplating.
You may not agree with all of the conclusions. And you may not have budgets to move forward in all – or many – of these areas. But the findings are fascinating and worthy of further exploration. Download the report here and have at it.
Filed under Big Data and HR, Brandon Hall Group, Candidate Experience, China Gorman, Data Point Tuesday, Employee Engagement, Employee Experience, HR Analytics, HR Data, HR Tech, HR Technology, HR Trends, HRM Technology, SilkRoad, Workplace Strategies
Tagged as Biig Data and HR, Brandon Hall Group, Candidate Experience, China Gorman, Data Point Tuesday, Employee Engagement, Employee Experience, HR Analytics, HR Data, HR Tech, HR Technology, HR Trends, HRM Technology, SilkRoad, Workplace Strategies
November 29, 2016 · 4:00 am
I am frequently invited to attend user conferences in the HR Tech space and I am becoming a huge fan of these events. There is something for everyone – from certification to skill building to inspiration to fun! The latest case in point was KronosWorks, the annual gathering of customers and prospects of Kronos, the heavyweight provider of tools and services to manage and engage an entire workforce with a focus on time/attendance management.
With over 2,500 attendees from all over the world, KronosWorks was organized like a well-oiled machine. Based on my experience there – and at a number of others, like those produced by Universum, Smashfly, and Globoforce, here are my top 6 reasons to attend an HR Tech User Conference.
- Improve the ROI of your HR Tech investment. All user conferences provide training on getting the most of the product or service. ATTEND THESE SESSIONS! I guarantee you that you aren’t getting all the possible value out of your investment. And think about bringing someone along with you next year. Having more than one person with technical skill in managing the product/service helps mitigate risk.
- Learn how it really works. Creating relationships with peers in other organizations can save you time and money. Whether these are organizations that deployed the full stack, deployed the solution before yours did, or those that were similar in purchase and deployment strategy, comparing notes and learning from others’ successes and mistakes will only improve your investment’s impact.
- A view of the future. Every user conference has a session that discusses the product/service roadmap. Want to know what’s coming? This is invaluable for planning the next year’s budget. Have suggestions for improvements? Trust me, the vendor will be all ears – and you’ll have access to the most senior leaders of the organization. Come prepared with your product wish list!
- Certification. Almost every user conference offers technical certifications as well as the usual HR-related certifications. Why not make this part of your personal professional development plan as well as an organizational effectiveness plan? If PD dollars are tight in your organization, these conferences are solid two-fers.
- Inspiration. Most user conferences these days have dynamite keynote sessions – whether, like at KronosWorks, where the topic was generational dynamics, or like others where futurists and other top selling academics and authors speak – there’s always a thought provoking topic that provides complementary current thinking.
- Social Activities. All the user conferences I attend have wonderful opening receptions with great food and music, and the opportunity to meet other attendees. Additionally, some provide pretty amazing “outings.” This year KronosWorks was held in Orlando and everyone was bussed over to The Wizarding World of Harry Potter for an evening of relaxed fun. I know there were lots of implementation discussions taking place over magic wands that night!
These conferences are valuable for anyone who touches the implementation or administration of an HR Tech product/service. And especially for those in the first year or two of a user relationship. You can’t have too many relationships at the top of the vendor’s organization and you can’t know enough about how the technology can work for your organization. And if you’re a long-time or power user, your user experience will be hugely impactful in the continued tweaking of the product and the product roadmap.
The bottom line for attending an HR Tech user conference is that both sides of the relationship get smarter – the product/service gets better, your relationship with the vendor gets stronger, and you get smarter. Not a bad ROI.
Filed under China Gorman, Data Point Tuesday, HR Technology, HRM Technology, Kronos, KronosWorks
Tagged as China Gorman, Data Point Tuesday, HR Technology, HRM Technology, Kronos, KronosWorks
August 23, 2016 · 4:30 am
Aptitude Research Partners recently published a thorough analysis of the Talent Acquisition landscape. It is a thing of beauty. If you’re looking for an ATS, if you’re thinking about your talent acquisition processes, if you’re wondering who does what to whom in the talent acquisition space, this report is a must-read. It’s meaty, it’s thorough, it’s a complete overview of the providers in the space.
It identifies 10 trends that you must know if you’re tinkering with your processes and systems:
- The need for simplicity
- Interview scheduling is a “must have”
- Do not leave the platform
- Recruitment marketing is a critical investment
- Not enough candidate feedback
- Reporting must be simple
- Services integrated into the technology deal
- More collaboration between recruiters and managers
- High volume is still a differentiator
- The marketplace is confusing
While some of those topics are a little opaque, you’ll be glad you investigated them.
But my favorite part of the report was the graphic showing the full HR technology landscape. Take a look:
This is one of the best one picture overviews of the HCM landscape. While you’re working on the talent acquisition sliver. Don’t lose sight of the rest of the pie!
Madeline Laurano and her analysts have outdone themselves. And they’ve done you a big solid. Take a look at the full report. You’ll be glad you did.
Filed under Aptitude Research Partners, China Gorman, Data Point Tuesday, HR Technology, HRM Technology, Madeline Laurano, Mollie Lombardi, Recruiting Technology, Talent Acquisition
Tagged as Aptitude Research Partners, China Gorman, Data Point Tuesday, HR Technology, HRM Technology, Madeline Laurano, Mollie Lombardi, Recruiting Technology, Talent Acquisition
October 16, 2012 · 4:30 am
The highly anticipated CedarCrestone 2012-2013 HR Systems Survey White Paper, 15th Annual Edition was released at the HR Technology Conference in Chicago last week.
If you have any thought of adding HRM technology to your budget next year, the data in this report can be the foundation of your business case for the investment request. Even if you aren’t going to ask for technology investment money for FY2013 this report will give you important data for managing your technology in new ways.
In analyzing the more than 1200 survey responses to identify key common practices, the CedarCrestone team (led by Lexi Martin) used these four independently validated key financial metrics to identify the highly successful organizations:
- Revenue per employee: Top performers is $681,903 vs. $352,576 for all others
- Profit per employee: Top performers is $317,508 vs. $131,157 for all others
- Operating income growth (EBIT): Top performers is 61% vs. 11% for all others
- Return on Equity: Top performers is 23% vs. 10%
Once the pool of top performing organizations was created, the analysis for common practices began and resulted in identifying the following Seven Practices of Top Performing Organizations:
- Top Performers have standardized processes and sophisticated change management processes.
- Top Performers are more likely to already have, or be planning a move to, a SaaS HRMS.
- Top Performers avoid extensive customizations of their HRMS.
- Top Performers have higher user adoption of employees, and manager self service, and shared services.
- Top Performers are more likely to have an integrated Talent Management system on the same platform as their HRMS solution.
- Top Performers have more sophisticated business intelligence solutions in place and more often put these tools in the hands of managers.
- Top Performers have more HR technologies in use and spent less on HR technology per employee.
The CedarCrestone 2012-2013 Survey White Paper goes into great detail about each of the seven best practices with quick characteristic overviews as well as deep data dives. Well written and easily understood, this report is full of really useful information – whether you’re an HR department of one or one hundred.
The best practice that caught my eye was #7: Top Performers have more HR technologies in use and spend less on HR technology per employee.
Regardless of the application category, Top Performers have more technology in place than the others. We place each respondent in a technology application adoption quartile: 62% of Top Performers are in the top quarter of application adoption vs. 35% of the other publicly traded organizations; the categories of BI (Business Intelligence) and social applications both had 20%+ differences in adoption between Top Performers and non-top performers. And all of that technology still comes at a 12% lower cost per employee!
It may seem counter-intuitive that more technology means less cost, or that more technology means less humane-ness. But what’s more humane than the organizational stability that comes with success? What’s more humane than a highly profitable business that’s able to invest in talent? What’s more humane than the organizational growth and longevity that higher levels of productivity produce?
Download the CedarCrestone report here, get a cup of coffee and spend an hour on the data and conclusions. You won’t be sorry because these dots connect.
It’s budget season. You need the business case to invest in HRM technology and this report will give you most of the firepower you’ll need. You could be a hero at this time next year!
Filed under Business Case, CedarCrestone, China Gorman, Connecting Dots, EBIT, HR Analytics, HR Data, HR Technology, HR Technology Conference, HRM Technology
Tagged as Business Case, CedarCrestone, China Gorman, Connecting Dots, EBIT, HR Analytics, HR Data, HR Technology, HR Technology Conference, HRM Technology