the hr tech landscape - steve boese, h3 hr advisors

OVERVIEW OF THE HR TECHNOLOGY

LANDSCAPES T E V E B O E S E

H 3 H R A D V I S O R S

ABOUT THE PRESENTER

Steve Boese• Co-Chair, HR Technology

Conference• President, H3 HR Advisors,

Inc.• Creator and Host of the HR

Happy Hour podcast• Co-founder of the

Hrevolution• Your new best friend

AGENDA• Why does this matter?• A brief review of history • Size matters• Platforms/Solutions/Capabilities• Strategery• Some considerations• What’s new?• Recommendations/Resources

WHY DOES THIS MATTER?

Every important labor market measure – job openings, unemployment rate, time to fill, etc. are all trending, well trending towards, ‘Talent is hard to find, hard to keep, and the only long-term competitive advantage you may have’.

LET’S TALK ABOUT TECHNOLOGY

PACE OF TECHNOLOGY TRANSFORMATION

2007 2017

iPhone

FitBit

Facebook

WhatsApp

iPad

Uber

Siri

WeChat

StitchFix

Snapchat

Slack

Echo

Model X

FIRST, THERE WERE THE DINOSAURS

On-premise HR software installs began gaining traction in the mid-market.

Large companies began writing their own programs on internal

mainframes.

60s-70s 80sLate 80sMid 90s

Mid 90sEarly 2000s

Client-server architectures became prevalent and gained popularity. SaaS/Mobile is the new norm.

ERP systems began gaining traction.

Today

SMALL, MEDIUM, LARGE, JUMBO

ECOSYSTEM

PLATFORMSCore HR

• Payroll• Benefits• Time• EE Record

Talent MGMT

• Performance

• Comp• Succession

• Learning

Talent Acq• Source• Screen• Offer• Onboard

Midway between ‘One unified system’, and ‘Best of Breed’, sit the platform providers

SOLUTIONSCore HR

• Scheduling

• Ben Admin

• Leave Admin

• Compliance

Talent MGMT

• Feedback• Coaching• Authoring• Recognition

Talent Acq• Social• Marketing• Content• Video

Within each Platform pillar, there are many, many solution providers – as many

as 2K total

CAPABILITIESAnalytics

Engagement

Collaboration

Communication

Integration

KEY POINTSLarger platforms continue to develop, expand, acquire capabilitiesShrinking distinctions between small, medium, and large solutionsPace of innovation on edges of market continues, fed by investmentsSome estimates claim > 2,000 providers

ON THE ECOSYSTEM

DEVELOPING AN HR TECH STRATEGY

Business

People

Culture

Tech

HR Role

Principles

Success

CORE HR • Size, geography,

complexity, business strategy

• Size, capability of internal HR/Payroll/Benefits teams

• HR Service delivery strategy/capability

• Organizational culture• Technology acumen /

readiness• IT philosophy

TALENT ACQUISITION

• Volume• Categories/Roles• Relative difficulty /

opportunity cost of open roles

• Size/Capability of TA staff

• Culture / composition of hiring teams

• Geography / Recruiting scope

TALENT MANAGEMENT• Talent/People strategy• Skills capability / gaps• Culture and History• People are our #1 Asset

– Are you sure?• Industry / Compliance /

Regulations• Leadership• IT (yes again) –

Integration or Best of Breed

EMPLOYEE ENGAGEMENT

• What do we know?• What do we think?• What can we prove?• What is important to our

culture?• What aligns with our

strategy?• What will our people

embrace?• Lots of solutions…

REPORTING AND ANALYTICS• What are the most

important questions?• What don’t we know?• What takes too long to

answer?• Culture of organization• Data or gut feeling• IT / Technical capacity• Existing capability

KEY POINTS

Build from the center outIdentify how people strategy connected to business strategyAlign tech strategy to support people strategyBuild with an (interim) end in mind

ON STRATEGY

EVALUATION: 5 THINGS TO CONSIDER Capabili

ty

Adoption

Integration

Evolution

Vision

CAPABILITY (DON’T SAY RFP)• Check off the basics – 80%

of what matters• What makes your company

win?• What helps define your

culture?• What capabilities align with

business goals?• What capabilities are you

planning to grown into?• Structured demos/POC/pilot

ADOPTION• Attach rates of existing

customers• User satisfaction measures• Need for formal training /

education• Mobile experience• Fun factor• Time to value/relevance –

WIIFM?

INTEGRATION• Where does this ‘fit’ in our

platform?• Native or non-native?• Relevant examples of similar

integrations• Internal IT capability• Identification and analysis of

tradeoffs• Culture of vendor

EVOLUTION• History• Technical roots,

platforms, development• Stability• Leadership team• Market position• Unbiased feedback

VISION• How leaders ‘see’ work

and workplace tech developing?

• Current and planned response to these changes

• Ability to plan for and execute on their vision

• Cultural alignment• Nice factor

KEY POINTS

Don’t overvalue capability Adoption is rising in importanceHR Tech touches everyoneIntegration is criticalVision and values matter

ON EVALUATIONCapabilit

y

Adoption

Integration

Evolution

Vision

NEW AND EMERGING TRENDS

• Reduce or eliminate organizational barriers

• Elevate customer service

• Create a differentiated and personalized experience

5 THINGS TO LOOK FOR IN 2017 • Continued evolution of

performance management• Increased adoption of

people analytics• Emphasis on ‘total

workforce management’• Uncertain

regulatory/compliance environment

• Convergence of ‘Employee engagement’ technologies

RESOURCES• ‘Big’ Consultancies – Deloitte,

PwC, Accenture, KPMG, Towers, Aon, etc.

• ‘Legacy’ analysts – Gartner, IDC, Forrester

• Independent analysts – Aptitude, Lighthouse, HRWins, etc.

• Content - #HRTech, #HRTechConf, #HRHappyHour, LinkedIn

• HR Technology Conference – www.hrtechconference.com

CONTACTSteve Boese

• Website: www.H3HR.com

• Podcast: www.bit.ly/HRHappyHour

• Twitter: @SteveBoese

• Email: steve@h3hr.com