HR Technology Evaluation & Selection
Tools & Tips for Small/Medium Businesses
Presented by Jacqueline Kuhn, HRchitectApril 28, 2016
About HRchitect
� Founded in April 1997
� Thought leader in HCM systems space- frequently publishes articles, research reports and educational presentations
� Thousands of successful engagements for clients of all sizes across the globe
� Headquartered in Frisco, Texas
� Workforce and offices throughout North America
About HRchitect
Your Presenter: Jacqueline Kuhn, HRIP
� EVP HCM Consulting Services HRchitect� Chicago, Illinois office� 30 years in the Human Resources
and IT professions� Core focus on HR Technology
Strategy, Software Evaluation, Change Management� Connect with me:
https://www.linkedin.com/in/jacquelinekuhn
Fun Fact:Certified Dog
Trainer, helping shelter dogs find a
forever home.
Topics to Cover
� HCM Trends� The SMB difference� Building the business case� Tips for a successful software
evaluation
HCM Trends:The Focus of the HR Function
1970’s & 1980’s Compliance
1990’sSelf Service
2000’sTalent
Management
2010’sEngagement & Retention
Human Resources as a Strategic Business PartnerPersonnel Administration
HCM Trends:Employee and Manager expectations
1980’sHR Is there to support me
1990’sI have to do HR’s
Work
2000’sManual
Processes are too
cumbersome
2010’sAccess to
information for decision making
– anytime --anywhere--
AccountabilityPaternalistic Ownership
21st Century HR Technology: The 00’sManager & Employee Owned Process
� Recruiting & Performance Management lead the way
� HR as a support function to the business� Increased access to web accelerates the
demand
� Authoria (Knowledge Management), Enwisen (HR Case Management, iCIMS, (ATS), SuccessFactors (Performance), Taleo (ATS)
� UltiPro – First payroll in the cloud� Ascentis – SMB focused
21st Century HR Technology: The 10’sAccess to Information
� HR providing information that drives business results
� Tools with easy access via mobile� Expanded Talent Management Processes� Enter “Big Data” and “Predictive Analytics”
� Pure cloud end to end HCM products
� ADP Workforce Now & Vantage� Ceridian Day Force� cFactor Vibe (SMB Focused)� Fairsail (SMB Global)� Oracle Cloud HCM� SAP SuccessFactors� Ultimate Software
What is the SMB Difference ?
Greater need for realization of Value for price!Let’s !
The Strategic Value Ladder
Process Automation
Front Line Efficiency
Engagement
Business Relevant Action
� Foundational� Necessary to achieve all other value levels� Key Questions
� Which processes will add value simply by automating them?� Will the cost equal the value?
Process Automation
� Characterized by providing direct access to all Leaders, Managers and employees to complete business processes in a more efficient manner� Requires “End to End” Processes � Requires direct access with workflow � Key Questions
� Does it make sense in our organization to do this?� Will the impact to operations be worth the results?� Will this change allow HR to be more strategic, or provide more
services?
Front Line Efficiency
Start Finish
� Defined as creating an experience for employees that is compelling and makes them actually want to do it for themselves rather than call / email HR
� Interactive & Informative� Mobile� This level that adds benefit to the Organization as a whole� Key Questions:
� Will our culture support this?� Can HR drive this?� What else has to change to make this happen?
Engagement
� Defined as using information to take action that has a bearing on or connection with Business Drivers
� Characterized by providing insight for decision making based on previous history and/or predictive outcomes
� Key Questions:� What incremental effort would this take?� Who will champion this?� Which processes go first?
Business Relevant ActionDrives business actions that influence company performance
Company Performance
Building the Business Case
SO T
I
C
K
C
U ITDORP IV YT !
?
$
1. Increased Productivity through higher efficiency and engagement
2. Lower Risk through better compliance, healthy vendors, and more management visibility
3. Managed Costs through refocused staff and predictable fees
Ten Tips for a Successful Evaluation process#10 Don’t start unless you can finish
#9 Choose the right team members for your project
#8 The process should be educational, informative and interactive
#7 Focus on the future state process details
#6 The RFP should focus on differentiators
#5 Demonstration Scripts are essential for equitable vendor demos
#4 The analyst report is just one data point in your decision making
#3 Identify the Strategic Value Ladder step for each process
#2 Hire a Vendor Neutral Consultant
#1 Tip
Software today works…..The Key to Success is getting the software that will work for you!
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