Transcript Raising Your Technology Market IQ

Freddye Silverman, HRIP
VP Eastern Region,
Jeitosa Group International
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Source credit is given
No recommended products – vendor neutral and
not all products or providers in any category
may be mentioned
Not a case study
As always, find the best fit for your
requirements, environment and culture
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HCM Market Mania Overview
Core HCM
Recruiting
Talent Management
Time and Attendance
Workforce Analytics
Enterprise 2.0
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Talent
Management –
Social Talent
Sourcing
Consulting
Talent
Acquisition/Mgmt
Talent Suite for
Recruiting
eLearning
Oracle
Appirio
IBM
Technomedia
Skillsoft
SelectMinds
Knowledge
Infusion
Kenexa
Hodes IQ
Mindleaders
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Increase market share…move customers
to a new product/platform
Eliminate a competitor
Enhancement of functionality, e.g. LMS
buying another LMS
Expansion of functional footprint, e.g.
TM Suites
Chess game – market perception – Battle
of the Gladiators (SAP and Oracle)
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Kenexa ‘Techmall’
RapidHire – hourly
hiring
Onboarding Experience
Compensation Mgmt
CompAnalyst
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Intersection of HR
2X Assess –
multilingual
capabilities for users
and applicants
Social Learning Mgmt
Mobile Feedback
Survey App
Fit Compass –
identifies archetypes
for company fit
And Social Business
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Complete the suite
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Front-end recruiting – talent acquisition
Performance Management
Succession Planning
Compensation Management
Learning and Development
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New to the HCM market
◦ Strategy: carve out a space where social can thrive in the
enterprise
◦ Mining the overlap between CRM (customer relationship
management) and talent management
◦ No core HCM…yet
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Rypple acquisition
◦ Spun it as performance management
◦ In reality it is closer to ‘performance motivation’: corporate
goal-setting, feedback, recognition and coaching
◦ Relaunching as ‘SuccessForce’ in a new HCM BU
◦ Led by John Wookey, EVP and SAP/Oracle alum
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Innovation could drive the market in a new direction
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Social goal-setting, feedback and
performance review system
Reviews unrelated to org chart and cost
centers
Recognizes whom the employees work
with and allows them to provide
feedback to each other
Rebuilt, rebranded and extended version
of Rypple
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Features include:
◦ Private manager-employee coaching
workspace
◦ Points-based rewards system that can be tied
to Amazon gift cards
◦ iPad-based recruiting app that connects hiring
teams to interview schedules, candidate
details, resumes and interview notes compiled
by participants during the interview process
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Workday
◦ Still flying high, sales have tripled, successful IPO, evolving
to cloud-based ERP
◦ Novelty is wearing off; you either love or hate the UI
(where’s the menu?)
◦ A process-driven HCM does not work for all cultures
◦ Intuitive??
◦ Not making inroads outside the U.S. as quickly as hoped,
going back to the lab for some development
◦ Functionality gap: no recruiting, learning or open analytics
solutions
◦ Speculation: Social tools may come from integration with
Salesforce.com
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SAP
◦ Strong global product especially for payroll and advanced
analytics
◦ SuccessFactors acquisition considered necessary and the
only way they could enter the SaaS/cloud market
◦ CW: Integration, if it ever happens, is years away
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Dayforce
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Ceridian’s cloud strategy
North American functionality, global in the plan
Quick development cycle
Very strong time capture (for hourly population) and
payroll product included
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Oracle
◦ PSFT still has a very loyal base and is still being sold but
on a small scale
◦ EBS still popular in Europe and selling
◦ FusionBeware
is real, has
the customers
numbers and
(on the
client
small side)
 Has a way to go to belist
considered
spin: a robust HCM
 Does have recruiting, learning, social networking, predictive
analytics e.g. Peugeot licensed PSFT
 Coexists with
existingbut
PSFThave
and Oracle
EBS solutions
in 2006
never
 Techstack requirements are monstrous for on-premise installations
– very high TCOimplemented it.
◦ Investing heavily in Taleo, integration with Taleo
(primarily with Fusion) and analytics
◦ CW: will be a very credible cloud-based vendor
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SaaS
◦ Frequent releases (Workday every 4 months)
◦ Some clients can’t keep up with that pace
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On-premise
◦ The sting of de-support
◦ Forced off of a popular release for one less so
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I.T.
◦ Web services knowledge gap even at the large
enterprise level
◦ SOA components needed for enterprise scale delivery –
difficult and training is needed
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Systems of Record
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ERP-type systems we
rely on to run our
business (financial,
manufacturing, CRM,
HR)
Must be ‘correct’ and
‘integrated’ so all data
is consistent
Designed for people
that have no choice but
to use them
Systems of Engagement
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Systems used directly by
employees for employees
(email, collaboration,
social networking and
learning)
They engage employees
Organize, shape and
drive the business,
people and process
Complement systems of
record, don’t replace
them
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SOR – biggest problem with LMS, performance
management or talent system is that employees
don’t use it.
Adoption factor is very low, leads to inconsistent
data and suboptimized promises
Transition from SOR to SOE – newer apps like
Fusion, Silk Road, Workday look and act very
different
Towers Watson survey of 628 HR Orgs – why
consider Workday?
◦ 58% said because of its user interface (the engagement
factor)
Source: Josh Bersin, Bersin blog
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Systems of Record were designed in the last
century, largely defined by ‘time and motion’
principles
Employees were asked to bring their bodies to
work and leave their brains at home
Three primary factors of innovation and
competition are time, process and collaboration
“Technologize
Process,
– addressed
by Systems the
of Engagement
Experience.”
New era Humanize
of internet,the
mobile,
Cloud, etc asks
employees to bring their brains to work and
leave their
bodies
at home.
Sue
Marks,
CEO, Pinstripe,
Inc.
Source: Josh Bersin, Bersin blog
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Of 250 vendors, a high percentage were
related to recruiting
Recorded video interviews are the latest
add-on as well as ‘super-parsing’ powers
Differentiators were not obvious, so how
do products stand out?
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Broadbean
getTalent
GooodJob
HireAbility.com
Hire-Intelligence
HireIQ
Hireology
HireVue
HR Smart
Innovate CV
JIBE
JobApp
Jobvite
Montage
nowHIRE
Recruitics
SelectMinds
sparkHire
Talemetry
TalentBin
TalentCircles
TalentWise
Terefic
TweetMyJobs.com
willbeHired
Work4labs.com
(thru Facebook)
Wowzer
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Search Engine Optimization
Online Assessments
Resume parsing
Video - recordable
Mobile Applications
Social Media
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MySammy - productivity measurement software which
measures the computer activity of employees.
◦ Designed to help companies determine how employees are spending
their time and assist in setting up individual goals for employees to
improve their productivity.
◦ Works with company’s internet security.
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RoundPegg - –quantifiably track company culture to make
better hires and keep employees engaged
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CulturePegg – track culture, alignment and ROI
HirePegg – custom interview guides to hire for culture fit
TeamPegg – leadership guides based on team sub-culture
EngagePegg – Track engagement and get custom reports to re-engage
based on culture
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Talent Acquisition
Onboarding
Performance
Management
Learning
Management
Compensation
Management
Career Development
Workforce Planning
Ancillary Software,
e.g. HR TMS Jobs
SkillSurvey –Prehire
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Succession Planning
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Silk Road
Life Suite
Kene
Saba
Xa
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SuccessFactors - building out Employee
Central
SumTotal – bought Softscape
Taleo – inherited via Oracle
SilkRoad – now building out Heartbeat
(bought from Emportal in 2009)
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No competitors left for Kronos – all had been
acquired
New generation of products
ePay Systems
ReportTime
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SHRM is trying to develop investor metric standards
to help investment industry determine the value of
human capital and report on it easily a la FASB
Companies would disclose all costs re hiring,
retention and training of employees and contingents
plus detailed info re company organization and
staffing
Create a formula for spending on human capital plus
data metrics for talent retention, leadership depth,
leadership quality and employee engagement.
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HR community has pushed back – SHRM
should drop the effort.
Concern:
◦ no use to investors
◦ data could be used by companies seeking to
acquire, raid talent or apply competitive pressure
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Open to second comment period; if support
is lacking, SHRM will discontinue the
initiative
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•Founded in 2010 by BI experts including John Schwarz,
former CEO of Business Objects
•Based in Vancouver and San Francisco
•Cloud-based application
•Core workforce metrics
•Predictive analytics
•Access/Measure/Predict/Share
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“Remove the HR data smog”
Cloud-based analytical platform
Multiple sources
◦ Internal (ERP, CRM, Talent Mgmt, eLearning…)
◦ External (benchmarking data, regional UI rates...)
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Pre-built connectors to some leading HCMs
Proprietary Mercer content from surveys & research
Pre-defined metrics
Bundled with consulting services (a la Doublestar)
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cFactor Workforce: global workforce
management solutions w/ embedded social
media, real-time collaboration tools, HR metrics
 cFactor Communications: unified platform to
reach entire org, common brand and message in
multiple languages and across multiple
jurisdictions, advanced analytics to measure
impact
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cFactor Communities:
enterprise-grade
of the chosenflexible,
tool, it must
be used by a
social
toorder
fit various
environments
and
skilled solutions
craftsman in
to extract
true value and
cultures to supportmeaning
corporate initiatives
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Avalanche of data from disparate sources
Need to harness this data and use it to produce
more meaningful results
Problems in all functional areas
◦ Recruiting: measure time to hire but not quality of
hire
◦ Benefits: measure what employees choose but not
whether the choices are understood or if plans are
well-utilized
◦ Learning/training – inadequate measures of
competency, mastery and subsequent usage in the
workplace
Source: Lowell Williams, HR Executive
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435 business and I.T. execs surveyed – only 37%
familiar with concept
Need for ‘data scientists’/ specialized Hadoop
Distributed File System (HDFS)
Typical uses
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Retail – buying trends of customers
Healthcare – plan and claim data
Ancestry.com
Military
Not every company can or should use Big Data
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23% - percent of recent college graduates who wouldn’t take
a job if they weren’t allowed to make or receive personal
telephone calls (Adecco Group NA)
30% - percent of people born after 1980 who feel anxious if
they can’t check Facebook every few minutes (Larry Rosen,
iDisorder: Understanding Our Obsession with Technology and Overcoming its Hold on
Us.)
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46% - percent of people 18-24 who would rather have access
to the Internet than access to their own car (The Gartner Group)
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Consumerization of software a la Facebook
LMS software is almost as mobile as recruiting
apps
UpMo – social talent management provider
◦ Talent Marketplace – designed to accelerate pace of
filling open roles with internal talent
◦ Uses algorithms to match current employees to open
opportunities, gain visibility into skills and talents of
existing workforce
◦ Patent-pending algorithms use social feedback and
employee-provided career goals and interests
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Peoplefluent: Workforce Explorer app for
iPad
◦ Designed to leverage use of gamification for
training and self-learning
◦ Generates custom questions for line managers
based on specific data in categories like
performance, compensation, flight risk,
employment history
◦ If they don’t know the answer, can receive a
tip and search for answer
◦ Free
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On its way to becoming a
standard
Workday has legitimized the use
of the cloud for ERP applications.
Created an upsurge of
replacement discussions globally
Almost all talent management
vendors are in the cloud now
Typically large companies
replace core systems every 7-10
years, sometimes sooner if new
technology architectures are
developed
Changing vendors/technology
strategies is expensive –
question ROI of making switch
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Capterra.com
 Filter by platform, number of users, features, number of employees, location, budget
 List produced displays paid advertisers first, followed by complete list of all vendors in
smaller print
Comparehris.com
 Complete tool, view scored list of products closely matching listed needs
 Learn the capabilities of listed systems
 Determine needs by weighting importance of each feature or option
 View Detailed Comparison Screens
 View pre-recorded Demos
 Vendors pay to be included – not full market discovery
Technology Evaluation Center
 Respond to series of questions to determine requirements
 Can do functionality only or also include technology requirements
 Must do your homework before using the tool in order to get a valid answer – incorrect
requirement responses lead to incorrect conclusions
Research and advisory firms
 Gartner ‘magic quadrant’
 Forrester
 Aberdeen
 IDC
 Ventana
Vendor websites
 Interactive product demos
 Can get a good sense of design and navigation
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The HR Technologist (Bryon Abramowitz, KI)
The Human Capitalist (Jason Corsello – Cornerstone on
Demand)
Naomi Bloom – ‘In Full Bloom’
Steve Boese on HR Technology – RIT professor
(steveboese.squarespace.com)
Ahmed’s Universe (Ahmed Limam, Independent global HR
technologist)
Analyst blogs (Bersin, Gartner, Forrester)
Use RSS feeds for easy access
LinkedIn – HR Technology groups
Twitter
Filter the facts from the buzz
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Beware the anorexic organization…
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Questions or Comments?
[email protected]
443-956-0656
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