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© Visier, Inc. All rights reserved. Visier and Visier logo are trademarks of Visier, Inc.
All other brand and product names and logos are the trademarks of their respective holders.
The 5 HR Tech Trends to Shape 2020 and BeyondZack Johnson, GM of OEM and Mid MarketJan 21, 2019
● You’re a future-focused HR leader and
always looking on the horizon for the
latest technologies
● Your HR tech tools could use an upgrade
for a new decade
● You’re struggling to unlock the true value
of your HRIS data
● You're interested in learning about HR
technology, but aren't ready to invest yet
Poll: Why are you here today?
Join the conversation on social #HRTrends2020 @Visier
Today’s host
Former CEO and founder of Syndio
12+ years of HR and executive experience
Recently moved from Chicago to Vancouver, BC and learning to speak Canadian
3
Zack JohnsonGM of OEM & Mid-Market at Visier
Join the conversation on social #VisierHRTrends
Today’s speakers
4
Talent acquisition analyst
for the past seven months
at IDC
Practitioner for 17 years
with Allstate, CDW, and
Spencer Stuart
Librarian by trade,
favorite genre is science
fiction
Kelly SilvermanSr Manager - Product Marketing, Paycor
Leads the HR, Benefits and Analytics GTM strategy for Paycor over the last 3+ years
Former VP of Marketing for Stratache
Visited 47 of 50 states, and lived in 6 of them
Megan Buttita, Research Director, Emerging Trends, IDC
Join the conversation on social #VisierHRTrends
HR Tech Trends You Need to Know in 2020 and Beyond
Megan Buttita, MLIS
Research Director, Emerging Trends in Talent Acquisition
Worldwide Services© IDC
6
Lay of the Land: What’s Happening Now
© IDC
Single Source of Truth
HR as a Data-Centric Function
People, Process, Technology
7
Single Source of Truth is Still Lacking When it Comes to HR Data
© IDC
Workforce analytics
Hire
Recruiting
▪ Candidate relationship
▪ Job marketing
▪ Interview & Offer management
▪ Contingent Management
▪ Onboarding
Track & pay
Core HR
▪ Timekeeping
▪ Scheduling
▪ Absence tracking
▪ Regulatory Compliance
▪ HR call center
▪ Compensation & Payroll
Develop
Learning and development
▪ Learning technology
▪ Individual development plans
▪ Skills management
▪ Certification
Assess
Performance, career, and succession
▪ Continuous check-in
▪ Skills assessment
▪ Fit analysis
▪ Goal alignment
Reward
Incentives and perquisites
▪ Benefits programs
▪ Wellness programs
▪ Social reward and recognition
Retire
Voluntary and involuntary termination
▪ Off boarding
▪ Exit interview
▪ COBRA
8
Why is HR Still Struggling with Adoption of Data and Analytics?
© IDC
Importance
Effectiveness
Likely to invest in the next year
% rating a 4 or 5 on a scale of 1-5 where 4 is important or effective and 5 is very important or very effectivePercentage of employee size by n value for mid-market (n=159 (1,000-4,999)Source: Talent Acquisition Survey 2019, n=500 (US); n=169 (100-900); n=159 (1,000-4,999); n=172 (5,000+)
62% 36%
71%63%
HAVE purchased a new solution in
the past 18 months
Up to 24% of TA budget allocated
to data & analytics
9
Gaps in Level of Importance and Effectiveness in TA Technologies
© IDCIDC #US45842020 (January 8, 2020) Percentage of employee size by n value as outlined below Source: Talent Acquisition Survey 2019, n=500 (US); n=169 (100-900); n=159 (1,000-4,999); n=172 (5,000+)
10
People, Process, Technology
© IDC
I got into HR because I don’t like math
HR is an art and a science
Reporting vs. analytics
1
2
3
4 Process optimization beforetechnology
Additional Themes
11© IDC
Building a Data-Driven HR Function
Trust in the New Workplace
Pulse-check – Where are You in the Journey?
12
Building a Data-Driven HR Function
© IDC
Building Teams: you don’t need to hire a team of data-scientists. Identify organizational roadblocks and search for talent with skills and capabilities that lend themselves to an agile reconfigurable workforce
Existing Technology: many organizations aren’t familiar with the data and technologies they already have. There should be more vendor and/or system integration service offerings and interaction that support discovery and consolidation
Utility Players: search for candidates and existing employees that display capabilities needed to support a data-centric HR function. These should be people that can be placed into roles as needed to provide a different perspective to support strategic initiatives
Organizational Maturity: organizations must have a certain level of maturity to even begin transforming into a data-driven HR function. Data and analytics needs to be embedded in the company culture. Building this capability is more about change management than data and technology
How data mature do you think your customers are right now? How do you help their customers move up the maturity curve?
13
Where are You in the Journey?
© IDC
14© IDC
Trust in the New Workplace
If you fail, how do you respond? How does your company respond?
How is data viewed in your HR function?
Does your agile company support a good sense of trust?
PANEL QUESTION
Many enterprise organizations have adopted people analytics. What is the benefit going to be to small & medium size organizations in 2020?
Join the conversation on social #VisierHRTrends
Poll
How many of you are thinking about using people analytics for 2020?
1. My team is already using people analytics
2. It is definitely something my company is thinking about implementing
3. It seems complex and I am not sure my organization is ready
4. What is people analytics?
5. I would like to find out more about people analytics
Join the conversation on social #VisierHRTrends
PANEL QUESTION
What is the value that people analytics brings to your customers?
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PANEL QUESTION
How are you coaching your customers that are new to people analytics to be more data-driven
and tell stories with their data?
Join the conversation on social #VisierHRTrends
PANEL QUESTION
How do you see this evolving in the future?
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PANEL QUESTION
Questions from the audience
Join the conversation on social #VisierHRTrends
21
Join us for a demo webinar, Thursday, Jan 23rd at 10am (PT) / 1pm (ET)https://visier.zoom.us/webinar/register/WN_dqYpMUZAR7GdnmDBvBZ2Pg
Sign up:
Interested in seeing a people analytics solution in action?
Join the conversation on social #VisierHRTrends
22
IDC MaturityScape Benchmark: Workforce Analytics Adoption in the United States, 2018
https://www.idc.com/getdoc.jsp?containerId=US43269618
Market Analysis Perspective: Worldwide Talent Acquisition, 2019
https://www.idc.com/getdoc.jsp?containerId=US45471119
Hot off the press: Ebook HR Trends 2020: The next decade of work
https://hello.visier.com/hr-trends-2020-ebook/
Ebook on “What is people analytics”
https://hello.visier.com/ebook-what-is-people-analytics.html
LEARN MORE:
More information
Join the conversation on social #VisierHRTrends
BETTER TOGETHER
Paycor is our valued partner and we at Visier are excited to share their
expertise and thought leadership with you today!
www.paycor.com
Visier is a people analytics solution.
Instantly connecting HR data with award-winning business
intelligence, Visier helps organizations maximize their
biggest investment—their people.
Visit us at visier.com
Join the conversation on social #VisierHRTrends
Some of our amazing customersSome of our amazing customersSome of our amazing customersSome of Visier’s amazing customers
26
Goodbye!
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