HR Technology - World Domination and the Tie That Binds

Jeremy AmesHive Tech HR

9/17/2015

Who Am I? Founder and President of Hive Tech HR

19 years in IT, 14 in Employer Services/HR

Several years in global business (South America, Europe, Middle East)

Former IHRIM Board of Director and CFO

2015 SHRM HR Mgmt. and Technology Expertise Panel

Frequent speaker/writer on HR and HR Tech

BSBA in Intl Business (Washington U), MBA in Management (Clark U)

Twitter@TheHCMGuy, Jeremy.Ames@HiveTechHR.com

Who Are You? An audience bringing diverse experience to the table

Contributors to the discussion

A group capable of adding as much or as little as you’d like

Empowered to speak now about what specifically you’d like to get out of this session

Scope of the discussion

My personal global quest

HR Tech’s unique transportability

Specifically why this matters, and to whom

Barriers to world domination

What’s already in flight

Who will drive domination?

Global politics, in particular US politics ;)

Nothing that you might find relevant.

In Scope Out of Scope

First, What Am I Talking About? Borders are being shattered by HR Technology

HR is either at the forefront, or they’re sitting back waiting

“World Domination” is melodramatic, but real in some cases

There is some precedent for this behavior, but this is Wave 2.0

My Global Quest Unknowingly prepping for this early in career

Dove in last year at HR Tech Congress Amsterdam, a new UK vendor partner, and several global implementations

Exploring Global HR through SHRM Expertise Panel

Spoke at SHRM Tech earlier this year

Returning to HR Tech Congress Paris in October

Helping software vendors cross boarders in different directions

Several current global implementations

What’s Your Global Quest? Have you worked overseas?

Does your company have operations overseas?

HR Tech’s Unique TransportabilityHR, The

DepartmentQuest for One EE Database

Common Business Processes

Economies of Scale

Commonly understood nomenclature

Workforce analytics only thru common or integrated databases

Performance Management and other talent management functions.

For example, implement recruiting in one country, rollout to others

Responsible for People Management

Additional control of all employees in one system/DB

Vacation Accruals, benefits and other areas with slight nuances

Centralized support, for both HR and HR Tech

Uniquely positioned compared to other operational and functional areas

Makes global financials and planning a possibility

Compensation and payroll commonalities and differences

Fewer in-country complex system architectures

People Management

An ever-increasing accessibility of technology means that the way we account for people can be consistently accomplished regardless of where in the world they're located.

Exercise: World Domination Via Recruiting

What can be gained when Talent Acquisition (systems, processes) cross borders?

What are some of the challenges in making those gains a reality?

Specifically Why Does This Matter To…

Global Companies

Software Vendors

HR Tech Conferences and

Associations

Humankind

Competitive advantages to be gained

The competition for market share is fierce. Global expansion is a key market strategy.

There is a global battle brewing amongst the HR Tech Conferences.

World domination of HR Systems breaks down even more barriers to us as human beings

Decisions on whether to keep it all separate.

Global functionality can be a deal maker or breaker

A similar competition is happening amongst associations and certifying bodies.

The internet can only take things so far…something has to take it to the next level

Barriers To World Domination Language

Currency

Local Compliance

Challenges of Global Payroll

Local nuances (benefits, compensation)

Control Issues

And the Software Vendors Are…

Starting point for local compliance

Translated into sufficient languages…and translation is done in the right way

Currency is handled flawlessly

“Glocal” workflows and data capture.

Not upfront with buyers…oversell global capabilities

Aggressive domination

Put all local compliance on buying company

Lack of local partners

Doing it right

Doing it wrong

14

Current challenges of global orgs:

Current State

Desired State

Existing HR is decentralized

Many manual processes Inconsistent employee

communications and engagement

Separate systems (Sage, Excel, ICPs)

Slide credit:

What’s Already In Flight - Vendors SAP paved the way…now Success Factors

Workday spreading

Additional vendors like Fairsail Crossing Borders

Global tech-focused countries like India trying to enter US

Movement in every direction…even just knowledge being shared globally

What’s Already In Flight – Vendor Examples

Illustration purposes only. Not nearly a complete representation

What’s Already In Flight - Conferences

IHRIM – the “I” in IHRIM has been real for decades

SHRM Tech India

HR Tech Congress – Europe

HR Tech Fest – Australia and now US

HR Technology Conference Vegas

100’s more conferences trying to compete for global attendees

Who Will Drive This Domination?Global

CompaniesSoftware Vendors

HR Tech Conferences and

Associations

Humans

Innovative, global companies that aren’t afraid to tell their story

Those who have the money, the smarts, or both

Those who listen to their audiences.

Thought leaders who can convey the importance of world domination

Caveat: must be SUCCESSFUL story of global HR Tech

Those whose products differentiate and tell a compelling global story

Those who don’t just expand globally for the sake of world domination, but rather for the sake of common good.

Employees, both the users of HR Technology and those who are helping to choose and implement.

You

Final Word

If we’re going to break down the long-standing silos of HR – recruiting, talent management, benefits and payroll – we might as well break down the global silos while we’re at it.

- Me

Final Questions and Discussion

Continue the dialogue:

Jeremy.Ames@HiveTechHR

Twitter@TheHCMguy

Oh, and here at the IHRIM Conference ;)