Date post: | 21-Jan-2015 |
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Moderator: Mike ProkopeakVice President, Editorial DirectorWorkforce Management magazine
Speaker: Steve ParkerVice President of HR StrategySumTotal Systems
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Mike ProkopeakVice President, Editorial DirectorWorkforce Management magazine
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Steve Parker, SPHR
Steve is a former HR executive and a Vice President at SumTotal Systems, where he uses his background and deep understanding of successful HR strategies, processes, and technologies to deliver remarkable results to customers.
He has directly helped organizations of all sizes, including numerous small businesses and nearly half of the Fortune 100, achieve better results through their people, and has global experience in every industry. He has redesigned HR processes and technology for some of the world's best places to work, and has led efforts to drive HR solution education and awareness globally.
Steve has developed his unique, cross‐functional HR perspective from leading several strategic HR functions and initiatives for various organizations throughout his career, including Talent Acquisition, Performance Management & Leadership Development, Talent Management & Succession, and HR Operations. He is a former member of the United States Army Special Operations Command, a Senior Professional in Human Resources (SPHR), a certified Human Capital Strategist (HCS), and sometimes travels the world in search of adventure like Caine from Kung Fu.
About the Presenter
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Why Talent Management Isn’t EnoughUsing HR Technology to Increase Productivity
Steven Parker, SPHRVice President, HR Solution Strategy
April 24, 2013
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The Environment
Moving From Talent Management to Talent Expansion
The 3 Factors of Talent Expansion
About SumTotal
Agenda
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The Environment
Moving From Talent Management to Talent Expansion
The 3 Factors of Talent Expansion
About SumTotal
Agenda
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HR Is More Complex Than Ever…
HR
Rapid GlobalizationGlobal workforce, increased diversity, decentralization
Increasing RegulationIncreased compliance –
payroll, industry, and regional
Do More With LessIncreased focus on driving efficiencies and productivity
War for TalentAttracting, retaining and motivating the right talent
Source: Gartner HR Trends and PwC Global HR Study
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What is your organization’s top people challenge for 2013?
① Increasing Regulation
② Do More With Less
③ Rapid Globalization
④ War for Talent
Poll Question
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Source: Gartner HR Trends and PwC Global HR Study
of CEOs are making changes to talent strategies in response to the global environment
78%
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of executives are dissatisfied with talent management support79%
Source: The Hackett Group, Business Services Talent Management Performance Study
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$8 Billion2/3rds Fail
Annual Spend on HCM Software
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Source: Penn Schoen Berland, 2012
don’t think HR technology helps them do their jobs better67%
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The Environment
Moving From Talent Management to Talent Expansion
The 3 Factors of Talent Expansion
About SumTotal
Agenda
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HR Needs to EvolveIt’s not enough to deliver this
200 people completed training
98% completed performance appraisals
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Performance Management Outstanding Performance
How What
.5‐2x ROIHR Efficiency
• % of Performance Reviews Completed
8‐10x ROIBusiness Enablement
• Productivity• Revenue Growth
Typical HCM Software Focuses on the Process, not Outcomes
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People need software that helps them be
better at what they do… not just record what
they did.
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It’s Time for Talent Expansion
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tal∙ent ex∙pan∙sion/�talənt ik�spanSHən/
Noun1. The growth and development of new knowledge, skills, experience, and capabilities: the
expansion of individual and organizational talent.2. Tools that help people be better at what they do, not just record what they did.3. A revolutionary approach to HR software.
Synonymscapability development – skill growth – productivity increase
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HR Needs to EvolveYou need to deliver
Continuous just‐in‐time learning+ 15% greater productivity
Real‐time collaboration with experts+ 50% add’l sales in one account
Focused career development+ Region lead
Productivity 175%
38%
76%
Employee Engagement
Promotion Rate
Source: Bersin & Associates 2011
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Talent Expansion Brings Real Benefits
Increased productivity
Improved adoption and engagement
Nearly triple the ROI
1980 2000 2012
Talent Expansion
Talent Management
Traditional HCM
Core Tracking + Reporting
+ Improved UI + Pervasiveness & Context
Push(company‐imposed)
Pull(people‐promote)
ROI
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What’s the highest level of value you are getting from your HR systems infrastructure today?
① Little or Unclear
② Automates Important Functions and Processes
③ Provides Cross‐Functional Insight Into Talent Capabilities
④ Helps People Be Better At Their Jobs and Drives Productivity
Poll Question
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The Environment
Moving From Talent Management to Talent Expansion
The 3 Factors of Talent Expansion
About SumTotal
Agenda
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The 3 Factors of Talent Expansion
ActionMore Than Just Viewing and
Recording, Taking Action in Real Time
AccessFrom Anywhere, On Any
Device, Where I Do My Work
InfoComplete View of Relevant People and Business Data
Provides Context
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Info
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• Experience• Competencies
• Knowledge• Personal Attributes
Who They Are
What They Know
What They Have Done
What They Can Do
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use more than three HR systems75%
Source: Forrester Research, 2011
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LACK OF INTEGRATED VISIBILITY AND ANALYTICS
HIGH COMPLIANCE AND OWNERSHIP COSTS
LACK OF INTEGRATEDHR PROCESSES
LACK OF A “SINGLE SOURCE OF TRUTH” OF TALENT
LMS
RECRUITING
COMPENSATION CAREER DEV
SUCCESSION
PAYROLL
HRIS
PERFORMANCE
FINANCIALS
ERP
SUPPLY CHAIN
CRM
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Data mapping is70% of project cost
Average HRMS consolidationCost: $6 millionTime: 3 years
Technology Vendors:“The only way to getanalytics and value is tobuy core HR from us.”
HR Executives:“We’ll continue to needmultiple systems into theforeseeable future.”
Systems Consolidation Isn’t the Answer
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A VIRTUAL ‘SINGLE SOURCE OF TRUTH’ OF TALENT
INTEGRATED HR ANALYTICS
IMPROVE COMPLIANCE ANDOWNERSHIP COSTS INTEGRATED HR PROCESS
LMS
RECRUITING
COMPENSATION CAREER DEV
SUCCESSION
PAYROLL
HRIS
PERFORMANCE
FINANCIALSSUPPLY CHAIN
CRM
ERP
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Access
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The SumTotal elixHR Platform: extending and linking HR data and processes
Deliver actionable information in contextPervasive, when needed
Virtual system of recordIntegrated analytics Compliance and security
CORE HRIS + WORKFORCE
LEGACY TALENT/3RD PARTY
GLOBAL PAYROLL
ERP/CRM
UNSTRUCTURED
CLOUD APPS
Your systems and infrastructure
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Easily Accessed Where People Do Their Work
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Easily Accessed Where People Do Their Work
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Action
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7:00 am Assigned a new top 10 customer for meeting this afternoon.
7:15 amOpens her salesforce.com opportunity record and seeslearning specific to this opportunity and connections to people who know this customer well.
7:30 am Uses tools to get up to speed on new opportunity.
10:00 am Nails the meeting. Gets handshake agreement for purchase of new product.
Talent Expansion in Sales
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8:00 am Arrives at work, clocks in, and finds the equipment he’s going to work on has been updated.
8:01 am Receives needed training immediately on mobile device, takes certification test and passes. Manager is automatically notified that he is certified.
8:30 am Starts equipment for the day’s work.
Talent Expansion in Manufacturing
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12:00 pm Finishes project and is assigned a goal that requires him to use Ruby, a language he has not used for 18 months.
12:15 pm
In addition to showing how his goal will contribute to company success, the system provides specific suggestions of 2 learning activities aligned with the goal to update his skills.
12:30 pm Starts project with confidence and is immediately productive.
Talent Expansion in High Tech
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“I could not do my job without it.”
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Effective performance management is a series of
ongoing activities – goal‐setting and revising,
managing and coaching, development planning, and
rewarding and recognizing – with performance
appraisal events interspersed throughout.
Source: Bersin & Associates 2011
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Summary
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The 3 Factors of Talent Expansion
ActionMore Than Just Viewing and
Recording, Taking Action in Real Time
AccessFrom Anywhere, On Any
Device, Where I Do My Work
InfoComplete View of Relevant People and Business Data
Provides Context
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Talent Expansion Brings Real Benefits
Increased productivity
Improved adoption and engagement
Nearly triple the ROI
1980 2000 2012
Talent Expansion
Talent Management
Traditional HCM
Core Tracking + Reporting
+ Improved UI + Pervasiveness & Context
Push(company‐imposed)
Pull(people‐promote)
ROI
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Business-Integrated HR
Strategic HR
Fundamental HR
Compliance-Driven HR
$270,647
$118,577
$169,693
$98,221
0 $100,000 $200,000 $300,000
Source: Bersin & Associates 2011
Revenue Per Employee By HR Focus
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The Environment
Moving From Talent Management to Talent Expansion
The 3 Factors of Talent Expansion
About SumTotal
Agenda
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LEARNING TALENT WORKFORCEPAYROLL &EXPENSE
3,500 Enterprise and SMB customers | 45 million users | $200M+ in revenue96% Customer Retention | Nearly 30 Years in HR
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SumTotal is the Leading Independent HR Software Provider
#1 in Learning #3 in Integrated Talent
Estimated Global LMS Market ShareBersin, 2012
Integrated Talent Management ManagementSystems Market Share, Bersin, 2012
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Many of Fortune’s “Great Places to Work”
are SumTotal Customers
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SumTotal Applications
Comprehensive, Integrated and Modular
Open – Works with Other Technologies
Solves Complex Customer Problems
Scalable – Enterprise and SMB
Talent | Learning | Workforce | Payroll | Analytics
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Deploy
SaaS Desktop/Laptop
Smartphone
TabletOn Premise
Hosted
private
Access
SumTotal Deployment Options & Access
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Thank YouQuestions?
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For free resources visit us at www.sumtotalsystems.com
The Talent Expansion Manifesto
2013 Forrester Talent Management Wave
Improving Employee Engagement to Drive Business Performance
HR Field Guide: 5 Tips to Effective Performance Management
Steve ParkerVice President of HR StrategySumTotal Systems
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