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End-to-End Talent Management SILKROAD.COM © 2015, SilkRoad. All Rights Reserved. All trademarks are the property of their respective owners.

2016 Minnesota HR Tech EXPOTHE REGION’S LARGEST SHOWCASE OF KNOWLEDGE

AND PRODUCT FOR HUMAN CAPITAL MANAGEMENT

APRIL 28, 2016 | LEHRN.ORG

MODERN HR. INSPIRED PERFORMANCE.

DOUBLETREE BLOOMINGTON

Leave with an edge.


2016 State of

Talent ManagementThe “Always On”

HR Challenge

LEHRN 2016

Presenter

Amber HyattSPHR & SHRM-SCP

Director, Product Marketing

3

@spamberhyatt

2,000 Customers Worldwide

End-to-End Talent Management

Suite

350 Employees

Globally

Launched in

2005Headquartered in Chicago

with additional locations.


Roll Out the RedCarpet® Experience

Talent Acquisition

Talent Development

Talent Administration

Won’t work anymore.

a1 size fits all approach to talent management

Always On Talent Economy:

End-to-End Talent Management SILKROAD.COM © 2015, SilkRoad. All Rights Reserved. All trademarks are the property of their respective owners. 7

28% 50%72% 85%

1533

HR

Professionals ProfessionalsFrom

companies

500 EE+

From

companies

100 EE+

Survey Respondents


HR Technology2016 State of Talent Management


Integration Individualism

Few have fully

comprehensive integration

Plans to increase

More autonomy

Consumerization


5%27

%5%

24

%

30

%9%

5%Don’t have it.

Don’t want it.

27%Don’t have it.

Need it.

5%Have it.

No Impact.

Wants to reset.

24%Too soon to tell.

30% Slow but steady

process.

9%Revolutionized our

business.

Analysis Of respondents either haven’t

implemented HR technology or

haven’t optimized or leveraged

it to fully meet their needs.

91%

HR Technology Spectrum


11

Current StateFor those who have HR Technology, what does it look like?

55% use

for some

primary

functions

Spreadsheets Prevail

Doesn’t

match

reality

Vision for Integration

Especially for

small to

medium-sized

entities

Automation Lacking

50%

46%

38%

38%

Adding 1 or more

new application

Replace 1 or

more existing

applications

Move to SaaS

or Cloud

Add data

analytics

Better integrate

with current

systems

24%

12

INITIATIVES

INTEGRATION2016


Big Data

Decommissioning

existing HR

applications

Noticeably Absent


Analytics mindset

Analytics to predict workforce needs

Encourage managers use fact-based

analysis for planning

14

69% of executives say that CHROs should use data and

analytics to help make workforce decisions, but 31% of CHROs

actually do.

- The Changing Role of the CHRO, Harvard Business School Analytics Report, May 2015

HR Gets Smarter About Analytics


HR Professionals ranked the UI as the most

important feature in HR technology

Consumer Experience: UI

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Well-designed user interface

Self-service applications for employees or managers (benefitsenrollment, time management, etc.)

Cloud-based system (data stored and accessible anytime,anywhere)

Mobile access to applications

Social media applications

Gamification (competitions, point scoring to encourageengagement)

BYOD (bring your own device to work)

93%


Room to Revolutionize Your BusinessSelf-service is good business for HR too

Allows employees to

resolve needs 24/7 .

Routine calls or emails

to HR decrease

Saves $$$

Frees HR to work on more

strategic initiatives


33%25% 20%

Learning &

DevelopmentPerformance

Management Onboarding

But…

Companies have yet to fully

embrace mobile.

HR not mobile savvy…yet.

63% Rated mobile access to HR applications as

important.


Mobile recruiting &

engagement needed

Speed, flexibility, and

candidate engagement

More Mobile Recruiting

47%59%

Offer candidates

mobile applications

Of professionals leverage

mobile career sites


Recruitment2016 State of Talent Management


Creating an attractive

organizational culture

to engage employees

20

Recruitment & Retention Concerns

48%

Sourcing the right

candidates for the

company

47%

Addressing turnover

in workforce

38%

Recruiting

employees with

fewer resources

30%


The Perfect Storm for Recruiting Talent

21


Flexible work arrangements

40%

Work-life balance

52%

Trustworthy strong leadership

28%

Good benefits

56%

Passionate engaged

workforce

20%Financial strength

22%Recognizes & rewards achievements

26%

Opportunities for professional development

30%

What Attracts Talent?


Job Hunting Pet Peeves

“They treated me like a

number.”

“I was in limbo, not knowing how long they would

wait to respond- or if they even got my application.”

“Technology is no substitute for personal

interaction. I received an automated rejection from

the company after they had flown me cross country

for a third interview.”

“Miscommunication. The

qualifications on the website

didn’t match what the recruiter

told me.”


Review the candidate

experience holistically:

• Sourcing

• Mobile Applications

• Company Websites

• Interview experience

• Communication

Candidate Experience:

Front & Center


Recruitment Marketing:

Strategies & tactics that promote your employer

brand to attract and engage the best talent

Marketing & HR Collide


• TEAMWORK

• Transparency

• Better candidate fit

• Mobile tools

Collaborative Hiring Wave


Workforce collaboration

tools

Sourcing technology

Explore flexible work

arrangements

Train skilled

Millennial & Gen X

workers now

Supercharge

referrals

Win the Talent War


Performance Management2016 State of Talent Management


Performance Management Slipping

Our performance standards are excellent

15%

Can get up-to-the-minute reports on performance

18%

Satisfied with our performance management technology

20%


Annual Review Rut

Less than 10%

adopt real-time

performance

management

through frequent

feedback

62% only do

annual reviews


Despite immense

dissatisfaction

only 15%

plan to change the

annual review to a more

agile, continuous

evaluation process.

31


Business Case for Improvement

Integrate PM with

other HR functions

Promote frequent feedback,

coach employees, incorporate

training programs

Research showing

better financial

results

ROI Analysis.

Think it through

first!

1

2

3

4

5


Engagement & Retention2016 State of Talent Management


State of Employer Branding

“A company’s culture and a company’s brand are really just 2 sides of the same coin.”

- Tony Hsieh - Zappos, Inc.


Employer Branding

Success

36

Preselect

good fit

candidates

46%

Employer Branding Success

Easier to fill

job openings

52%

Create pride

for existing EE

48%

Display

unique value

prop

47%

Raise profile

EE/prospects

46%


Somewhat

Yes

No

I don’t know

38.4%

30.6%

14.8%

16.2%

Put your money where

your mouth is

Transparency critical

in the recruitment

process

Living up to Brand Expectations


=

!

B

companies with a strong employment

brand attract at least 3.5x more

applicants per job posting than other

companies in same industry.

Per Career Builder…

Need for Formal Employment

Branding Programs

Help recruiters work smarter, not harder

73% of HR Professionals surveyed DON”T

have a formal program

41% planning one now or currently

considering it

51% aren’t currently considering~


Always On

culture blurs

work & home

divisions

of all employees are

dissatisfied with their

direct supervisor

- TinyPulse

49%

Key Relationship:Manager & Employee


Provide clear progressions paths

Invest in ongoing development

Ask for feedback regularly

Cultivate a workplace environment

with shared values

Retention Tips

Promote a culture that welcomes

diversity

Connect personally

Reward beyond financial


Leadership Development2016 State of Talent Management


Leadership Challenge

Job

Hunters

Market

Graying

Workforce

Large

Millennial

Population


Leadership Development

Successors identified for top positions

26%CXOs state they are committed to

developing leadership

49%Leadership

Development

spending increase

between 2013-2014

14%


Coaching or Mentoring

Setting

Clear

Expectations

Feedback Mechanisms

Performance Measurement &

Goal Setting

Assessment Programs

Top Methods for Leadership

Development

* Chally Group InSights

Evaluate where integration

creates needed insights

Identify improvements to

your candidate experience

Formalize an employer

brand program to aid

attraction & retention

Create a performance

focused culture around

conversation

Professional development

should be at the top of corporate

training agendas

WHAT SHOULD

I DO NEXT?

1

2

3

4

5


End-to-End Talent Management SILKROAD.COM

SilkRoad.com

This report:http://hr1.silkroad.com/l/61532/2016-01-11/w2frq

Additional webinars:http://www.silkroad.com/hr-resource-center/webinars/

blog.silkroad.com


End-to-End Talent Management SILKROAD.COM

Proprietary and ConfidentialThis material is proprietary to SilkRoad, inc. It contains trade secrets and confidential information which is solely the property of SilkRoad, inc. This material is solely for the client’s internal use. This material shall not be used, reproduced, copied, disclosed, transmitted, in whole or in part, without the express consent of SilkRoad, inc.

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2016 minnesota hr tech expo april 28, 2016 | c.ymcdn.com/sites/ · pdf fileroutine calls or...

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