Your Business and HR Technology: Is There a Connection? - Anna Langford, AAF International

Anna Langford, Director Total Rewards AAFg ,SPHR, GPHR, CCP, GRP, PMP, Lean Six Sigma

Black Belt

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Company Values Compliance Community Involvement

•External/internal business review• Short-term Business plan/business bj i /

•Corporate vision•Mission•Long-term plan review

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objectives/targets

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Human Capital Strategy and HR Plan

development (Talent Acquisition, Total Rewards, Learning/D l t )

• Org. assessment & succession planning

• Employee development• Talent pipeline

(university & community relations, employment branding)

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Voice of employees, customers, suppliers

•Performance f db k

Development )

• Talent i i i

branding) What kind of HR organization does your business need? What structure, technologies and tools do you

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omob

al/R

egio logy Autom

onfeedback•Salary actions: merit, bonus •Reward/recognition•Budgeting process•Year-end audits

acquisition•Individual performancefeedback, development•HR processes/programreview/adjustments•Compliance check•Compensation/

need to support it?

•On-going business review against objectives and corrective actions as needed

•Year-End Business performance reviewO

n-g

Glo m

ation,

Compensation/ benefits review

*Note: this presentation cannot be reproduced without prior permission of the author. For questions about this presentation contact [email protected] 2

Few questions to review:Few questions to review:◦ What is most important to your business?◦ Can HR support the following: company growth

bobjectives, M&A, cost savings strategies, etc.?◦ How do you stay connected with employees?◦ Are you compliant in the area of human capital?Are you compliant in the area of human capital?◦ Does your business have to do more with less?◦ Do you receive many executive requests for “real time”,

t i f ti 24/7accurate information 24/7

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HR Technology as valuable tool for Total Rewards professionals

F B Ad i M i /B E lFrom Ben Admin to Merit/Bonus to Employee Communications - HRIS systems can deliver value if applied correctlyvalue if applied correctly

Vendors/Partners offer access to utilize for aVendors/Partners offer access to utilize for a fee without buying the entire system or software

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Meeting targets/results, board expectations,business performance to bonus targets

Cost pressuresGrowth initiativesCompetitive and economic landscapeM d i itiMergers and acquisitionsTalent supply and demand:::

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Low on priority listExtra expenseROI difficult to proveM f diffi l i l iMay reference difficult past implementationsMay see HRIS projects as takeaway of key IT resourcesresources May question timing and rationale for implementation and upgradeimplementation and upgrade

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Understand the business: business plans, objectives, future and present needs, budget

Do your HR and HRT strategies support your b i bj ti ?business objectives?

Would outsourcing or insourcing work betterWould outsourcing or insourcing work better for your company?

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Successful HRT implementations are about successful partnerships

H ll d i RFP?How well prepared is your RFP?

Is there internal alignment and readiness forIs there internal alignment and readiness for the project?

Is there Leadership support?

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Speaker email: [email protected] or [email protected]

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