HR Technology Evaluation & Selection · HR Technology Evaluation & Selection Tools & Tips for Small/Medium Businesses Presented by Jacqueline Kuhn, HRchitect April 28, 2016

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!

HRchitect.com | [email protected] | US 214.619.0888 | Canada 416.642.6311

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