For HR, Data Doesn’t Have to Be a Four-Letter Word

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Speakers: Paul D. Hamerman Vice President, Principal Analyst Forrester Research

Steve Parker Vice President SumTotal Systems

Moderator: Kellye Whitney

Associate Editorial Director

Talent Management Magazine

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Kellye Whitney Associate Editorial Director Talent Management magazine

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Paul D. Hamerman Vice President, Principal Analyst Forrester Research Steve Parker Vice President SumTotal Systems

Webinar: For HR, Data Doesn’t Have

to Be a Four-Letter Word

Paul D. Hamerman, Vice President, Principal Analyst

Forrester Research, Inc.

August 20, 2013

Trends driving HR technology adoption

HR data challenges stem from disparate systems and complexity

A strategic approach to managing HR data

Agenda

Top HR technology trends

July 2012 “Embrace Future Trends To Deliver HRM Business Impact”

Software-as-

a-Service

(SaaS)

Mobile

Process

Flexibility

Social

Collaboration

Big Data and

Analytics

Integration

Data Quality

Human Resource Management Software Shows Strong Levels of Investment

March 2013 “The Forrester Wave™: Talent Management, Q1 2013”

“What are your firm's plans to use software-as-a-service (SaaS) to complement

or replace the following application?”

10% 10%

12%15%

11%11%

12%14%

13% 16%

HR F&A ERP CRM ePurchasing Learning

Plan to Complementwithin 2 years

Plan to Replacewithin 2 years

Using Some toComplement

Already Replaced All

Source: Forrester Forrsights Software Survey, Q4 2012

Base: 2,444 Enterprise and SMB companies total, 456 to 1220 responses per application category

HR and Learning lead SaaS adoption

Agenda

HR data proliferates across our 6 process categories

October 2012 “Consolidation And Innovation Transform The HRM Vendor Landscape”

Employee Engagement

HR data has 5 challenging characteristics

1. Dynamic: the data evolves as the workforce changes.

2. Complex: breadth and depth from compliance to talent.

3. Pervasive: HR data is used throughout the company for a variety of purposes.

4. Important: Accurate HRM information is vital to business decisions.

5. Sensitive: Personal information must be protected due to ensure compliance, confidentiality, and privacy.

Employee data lives in disparate HR systems

October 2011 “Manage Master Data About Your People”

The Proliferation Of HR Systems Creates Integration Challenges

April 2013 “Assess Your HRM Process And Systems Capabilities”

Companies struggle with downstream impacts of disparate systems and data

• Talent management – a comprehensive view of

employee profiles is difficult

• Reporting – assembling management reports is

labor-intensive and time consuming

• Data synchronization – HR staff has to manually

reconcile employee data

• Timing issues – batch feeds cause timing issues

that result in rework and retro pay adjustments

• Process inefficiency – employee data may have to

be entered into multiple systems

Companies recognize the value of employee data quality, but have varying priorities to address it

October 2011 “Manage Master Data About Your People”

Agenda

Source: October 29, 2008, “The ROI Of Master Data Management” Forrester report

Forrester’s master data management maturity model

Goal for

HR MDM

HR data is critical for compliance, planning, and processes

May 2013 “Data Governance Equals Business Opportunity. No, Really”

Master Data Management strategies must evolve from HR records to comprehensive profiles

April 2013 “Market Overview: Master Data Management, Q2 2013”

Assess your HRM processes to determine integration and data challenges

April 2013 “Assess Your HRM Process And Systems Capabilities”

Develop an HR data strategy that optimizes process integration, quality, and analytics

• Integration make

processes timely and

efficient

• Quality drives better

compliance, reliability, and

error reduction

• Analytics creates value for

business insight

Process

Integration

Quality

Analytics

Thank you

Paul D. Hamerman

phamerman@forrester.com

Twitter: @paulhamerman

For HR, Data Doesn’t Have to

be a Four Letter Word

Using Data to Drive Talent Expansion

Steve Parker, SPHR, Vice President, SumTotal Systems

LACK OF INTEGRATED VISIBILITY AND ANALYTICS

HIGH COMPLIANCE AND OWNERSHIP COSTS

LACK OF INTEGRATED HR PROCESSES

LACK OF A “SINGLE SOURCE OF TRUTH” OF TALENT

RECRUITING

COMPENSATION CAREER DEV

SUCCESSION

PAYROLL

PERFORMANCE

FINANCIALS

SUPPLY CHAIN

of executives are dissatisfied with talent management support 79%

Source: The Hackett Group, Business Services Talent Management Performance Study

Source: Penn Schoen Berland, 2012

don’t think HR technology helps them do their jobs better 67%

Data mapping is 70% of project cost

Average HR technology

consolidation Cost: $6 million

Time: 3 years

Technology Vendors: “The only way to get information and value is to buy everyhting from us.”

HR Executives: “We’ll continue to need multiple systems into the foreseeable future.”

Systems Consolidation Isn’t the Answer

The SumTotal elixHR Platform can quickly

and effectively make sense of big HR data

Master Data Management

elixHR Extending & Linking HR Data & Processes

Pervasive Delivery

Context Data Modeling & Security

Integration

Your Systems & Infrastructure

UNSTRUCTURED

EXTERNAL CLOUD APPS

SUMTOTAL

ERP/CRM

LEGACY TALENT/ 3RD PARTY

CORE HRIS + WORKFORCE

Context Similar to Amazon and other consumer technology, the system understands the

users profile and what they are trying do and can offer relevant advice and

actions to help the user be more effective

2. Pervasiveness Instead of making users come to the system, the system can use “widgets” and

mobile capabilities to deliver functionality to the user wherever they are working,

even in other, non-SumTotal systems

Information must be easily accessed where

people are already doing their work

7:00 am As a result of a promotion to Strategic Accounts, assigned a new top 10 customer for meeting later today.

7:15 am Opens her salesforce.com opportunity record and sees learning 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.

In-Context, Pervasive Access to Learning in

7:55 am Arrives at work and is asked to cover the shift of a more senior operator.

8:00 am Clocks in, receives needed training immediately on mobile device, takes certification test and passes. Manager is automatically notified that he is certified.

8:30 am Covers shift with no loss in productivity and grows skills needed for promotion.

Manufacturing

12:00 pm Assigned a new goal that requires her to use Ruby, a programming language she has not used for 18 months.

12:15 pm

In addition to showing her how her goal will contribute to company success, the system provides specific suggestions of 2 learning activities aligned with the goal to ensure her success.

12:30 pm Starts work on goal with confidence and is immediately productive.

the Corporate Environment

Talent Expansion tools literally help people

expand their talent

Just-in-time learning in context

More productive

Real-time collaboration with experts

More capable

Targeted, practical career development

Region Lead

Productivity

38% Engagement

76% Promotions

Source: Bersin & Associates 2011

“I could not do my job

without it.”

SumTotal Overview

LEARNING TALENT WORKFORCE PAYROLL & EXPENSE

3,500 Enterprise and SMB customers | 45 million users | $200M+ in revenue

17 million cloud users | 96% Customer Retention | Nearly 30 Years in HR

Analysts rate SumTotal’s solutions the most

comprehensive

MOST COMPLETE

SOLUTION LEADER CHAMPION #3 IN TALENT

MARKETSHARE

The Forrester Wave: Learning

and Talent Development

Vendor Landscape:

Talent Management Suites 2013

Talent Management

Systems Market Share Report

Talent Management Systems 2013

For free resources visit us at

www.sumtotalsystems.com

SumTotal elixHR™ Demo Video Harvard Business Review: Analytics Research (www.sumtotalsystems.com/HBR) The Talent Expansion Manifesto

Solving Talent Scarcity: The Strategy for Winning the New War for Talent

THANK YOU

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For HR, Data Doesn’t Have to Be a Four-Letter Word

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