caveat emptor – raising your technology market iq february 2013
DESCRIPTION
Caveat Emptor – Raising Your Technology Market IQ February 2013. Freddye Silverman, HRIP VP Eastern Region, Jeitosa Group International. Level Setting. Source credit is given No recommended products – vendor neutral and not all products or providers in any category may be mentioned - PowerPoint PPT PresentationTRANSCRIPT
Caveat Emptor – Raising Your Technology Market IQ
February 2013
1
Freddye Silverman, HRIPVP Eastern Region,
Jeitosa Group International
Source credit is given No recommended products – vendor
neutral and not all products or providers in any category may be mentioned
Not a case study As always, find the best fit for your
requirements, environment and culture
2
Level Setting
HCM Market Mania Overview Core HCM Recruiting Talent Management Time and Attendance Workforce Analytics Enterprise 2.0
3
Agenda
How do you feel at a 250 booth vendor expo?
4
Talent Management – Social Talent
Sourcing
Oracle
SelectMinds
Consulting
Appirio
Knowledge
Infusion
Talent Acquisition/Mg
mt
IBM
Kenexa
Talent Suite for Recruiting
Technomedia
Hodes IQ
eLearning
Skillsoft
Mindleaders
5
Acquisition Activity(since May 2012)
Increase market share…move customers to a new product/platform
Eliminate a competitor Enhancement of functionality, e.g. LMS
buying another LMS Expansion of functional footprint, e.g. TM
Suites Chess game – market perception – Battle
of the Gladiators (SAP and Oracle)
6
Why is a company acquired?
Why Acquire? IBM – Kenexa
Intersection of HR And Social Business
Kenexa ‘Techmall’ RapidHire – hourly
hiring Onboarding
Experience Compensation Mgmt CompAnalyst
2X Assess – multilingual capabilities for users and applicants
Social Learning Mgmt Mobile Feedback
Survey App Fit Compass –
identifies archetypes for company fit
7
Complete the suite◦ Front-end recruiting – talent acquisition◦ Performance Management◦ Succession Planning◦ Compensation Management◦ Learning and Development
8
Why Acquire? Technomedia-Hodes IQ
New to the HCM market◦ Strategy: carve out a space where social can thrive in the
enterprise◦ Mining the overlap between CRM (customer relationship
management) and talent management ◦ No core HCM…yet
Rypple acquisition◦ Spun it as performance management◦ In reality it is closer to ‘performance motivation’: corporate
goal-setting, feedback, recognition and coaching◦ Relaunching as ‘SuccessForce’ in a new HCM BU◦ Led by John Wookey, EVP and SAP/Oracle alum
Innovation could drive the market in a new direction
9
Salesforce.com – (December 2011)
Social goal-setting, feedback and performance review system
Reviews unrelated to org chart and cost centers
Recognizes whom the employees work with and allows them to provide feedback to each other
Rebuilt, rebranded and extended version of Rypple
10
Rypple > Work.com (September 2012)
Features include:◦ Private manager-employee coaching
workspace◦ Points-based rewards system that can be
tied to Amazon gift cards◦ iPad-based recruiting app that connects
hiring teams to interview schedules, candidate details, resumes and interview notes compiled by participants during the interview process
11
Work.com
Workday◦ Still flying high, sales have tripled, successful IPO, evolving
to cloud-based ERP◦ Novelty is wearing off; you either love or hate the UI
(where’s the menu?)◦ A process-driven HCM does not work for all cultures◦ Intuitive??◦ Not making inroads outside the U.S. as quickly as hoped,
going back to the lab for some development◦ Functionality gap: no recruiting, learning or open analytics
solutions◦ Speculation: Social tools may come from integration with
Salesforce.com
12
Core HCM Overview
SAP◦ Strong global product especially for payroll and advanced
analytics◦ SuccessFactors acquisition considered necessary and the only
way they could enter the SaaS/cloud market◦ CW: Integration, if it ever happens, is years away
Dayforce◦ Ceridian’s cloud strategy◦ North American functionality, global in the plan◦ Quick development cycle◦ Very strong time capture (for hourly population) and payroll
product included
13
Core HCM Overview
Oracle◦ PSFT still has a very loyal base and is still being sold but
on a small scale◦ EBS still popular in Europe and selling◦ Fusion is real, has customers (on the small side)
Has a way to go to be considered a robust HCM Does have recruiting, learning, social networking, predictive analytics Coexists with existing PSFT and Oracle EBS solutions Techstack requirements are monstrous for on-premise installations –
very high TCO ◦ Investing heavily in Taleo, integration with Taleo
(primarily with Fusion) and analytics◦ CW: will be a very credible cloud-based vendor
14
Core HCM Overview
Beware the numbers and client list spin:
e.g. Peugeot licensed PSFT in 2006 but have never
implemented it.
SaaS◦ Frequent releases (Workday every 4 months)◦ Some clients can’t keep up with that pace
On-premise◦ The sting of de-support◦ Forced off of a popular release for one less so
I.T.◦ Web services knowledge gap even at the large
enterprise level◦ SOA components needed for enterprise scale delivery
– difficult and training is needed
15
Pain Points
Core HCM
Systems of Record Systems of Engagement ERP-type systems we
rely on to run our business (financial, manufacturing, CRM, HR)
Must be ‘correct’ and ‘integrated’ so all data is consistent
Designed for people that have no choice but to use them
Systems used directly by employees for employees (email, collaboration, social networking and learning)
They engage employees Organize, shape and drive
the business, people and process
Complement systems of record, don’t replace them
16
SOR – biggest problem with LMS, performance management or talent system is that employees don’t use it.
Adoption factor is very low, leads to inconsistent data and suboptimized promises
Transition from SOR to SOE – newer apps like Fusion, Silk Road, Workday look and act very different
Towers Watson survey of 628 HR Orgs – why consider Workday?◦ 58% said because of its user interface (the engagement
factor)
17
SOR vs SOE
Source: Josh Bersin, Bersin blog
Systems of Record were designed in the last century, largely defined by ‘time and motion’ principles
Employees were asked to bring their bodies to work and leave their brains at home
Three primary factors of innovation and competition are time, process and collaboration – addressed by Systems of Engagement
New era of internet, mobile, Cloud, etc asks employees to bring their brains to work andleave their bodies at home.
18
SOR vs SOE
Source: Josh Bersin, Bersin blog
“Technologize the Process, Humanize the Experience.”
Sue Marks, CEO, Pinstripe, Inc.
Of 250 vendors, a high percentage were related to recruiting
Recorded video interviews are the latest add-on as well as ‘super-parsing’ powers
Differentiators were not obvious, so how do products stand out?
19
HRTech Expo
20
Marketing…and the Name GameBroadbe
an getTalent GooodJob
HireAbility.com
Hire-Intelligence
HireIQ Hireology HireVue HR
SmartInnovate
CV
JIBE JobApp Jobvite Montage nowHIRE
Recruitics
SelectMinds
sparkHire
Talemetry TalentBin
TalentCircles
TalentWise Terefic TweetMyJ
obs.comwillbeHir
ed
Work4labs.com (thru
Facebook)Wowzer
Search Engine Optimization Online Assessments Resume parsing Video - recordable Mobile Applications Social Media
21
Recruiting Technology Components
MySammy - productivity measurement software which measures the computer activity of employees. ◦ Designed to help companies determine how employees are spending their time and
assist in setting up individual goals for employees to improve their productivity. ◦ Works with company’s internet security.
RoundPegg - –quantifiably track company culture to make better hires and keep employees engaged◦ CulturePegg – track culture, alignment and ROI◦ HirePegg – custom interview guides to hire for culture fit◦ TeamPegg – leadership guides based on team sub-culture◦ EngagePegg – Track engagement and get custom reports to re-engage based on
culture
22
Interesting HCM Market Entries
23
What is a Talent Management Suite?
Talent Acquisition
Onboarding
Performance Management
Learning Management
Compensation Management
Career Development
Succession Planning
Workforce Planning
Ancillary Software, e.g. HR TMS Jobs
SkillSurvey –Prehire 360
24
Who’s left in the Pure Play Talent Management Space?(May 2012)
Silk Road Life Suite
KeneXa
Saba
SuccessFactors - building out Employee Central
SumTotal – bought Softscape Taleo – inherited via Oracle SilkRoad – now building out Heartbeat
(bought from Emportal in 2009)
25
Talent Mgmt + HRMS - Payroll
No competitors left for Kronos – all had been acquired
New generation of products ePay Systems ReportTime
26
Time Management: Time Capture,Time Tracking,Scheduling, Time and Attendance
SHRM is trying to develop investor metric standards to help investment industry determine the value of human capital and report on it easily a la FASB
Companies would disclose all costs re hiring, retention and training of employees and contingents plus detailed info re company organization and staffing
Create a formula for spending on human capital plus data metrics for talent retention, leadership depth, leadership quality and employee engagement.
27
Workforce Intelligence - Metrics & Analytics
HR community has pushed back – SHRM should drop the effort.
Concern: ◦ no use to investors◦ data could be used by companies seeking to
acquire, raid talent or apply competitive pressure Open to second comment period; if support is
lacking, SHRM will discontinue the initiative
28
Workforce Intelligence - Metrics & Analytics
29
Analytics
• Founded in 2010 by BI experts including John Schwarz,
former CEO of Business Objects
• Based in Vancouver and San Francisco
• Cloud-based application
• Core workforce metrics
• Predictive analytics
• Access/Measure/Predict/Share
30
Visier Metrics and Dashboard
“Remove the HR data smog” Cloud-based analytical platform Multiple sources
◦ Internal (ERP, CRM, Talent Mgmt, eLearning…)◦ External (benchmarking data, regional UI rates...)
Pre-built connectors to some leading HCMs Proprietary Mercer content from surveys &
research Pre-defined metrics Bundled with consulting services (a la Doublestar)
31
Analytics- Mercer
cFactor Workforce: global workforce management solutions w/ embedded social media, real-time collaboration tools, HR metrics
cFactor Communications: unified platform to reach entire org, common brand and message in multiple languages and across multiple jurisdictions, advanced analytics to measure impact
cFactor Communities: flexible, enterprise-grade social solutions to fit various environments and cultures to support corporate initiatives
32
cFactor
Regardless of the chosen tool, it must be used by a skilled craftsman in order to extract true value and
meaning
Avalanche of data from disparate sources Need to harness this data and use it to produce more
meaningful results Problems in all functional areas
◦ Recruiting: measure time to hire but not quality of hire
◦ Benefits: measure what employees choose but not whether the choices are understood or if plans are well-utilized
◦ Learning/training – inadequate measures of competency, mastery and subsequent usage in the workplace
33
The Big Data Challenge
Source: Lowell Williams, HR Executive
435 business and I.T. execs surveyed – only 37% familiar with concept
Need for ‘data scientists’/ specialized Hadoop Distributed File System (HDFS)
Typical uses◦ Retail – buying trends of customers◦ Healthcare – plan and claim data◦ Ancestry.com◦ Military
Not every company can or should use Big Data
34
The Big Data Challenge
35
Enterprise 2.0
23% - percent of recent college graduates who wouldn’t take a job if they weren’t allowed to make or receive personal telephone calls (Adecco Group NA)
30% - percent of people born after 1980 who feel anxious if they can’t check Facebook every few minutes (Larry Rosen, iDisorder: Understanding Our Obsession with Technology and Overcoming its Hold on Us.)
46% - percent of people 18-24 who would rather have access to the Internet than access to their own car (The Gartner Group)
36
Technology impacting culture/ Culture impacting technology
Consumerization of software a la Facebook LMS software is almost as mobile as recruiting
apps UpMo – social talent management provider
◦ Talent Marketplace – designed to accelerate pace of filling open roles with internal talent
◦ Uses algorithms to match current employees to open opportunities, gain visibility into skills and talents of existing workforce
◦ Patent-pending algorithms use social feedback and employee-provided career goals and interests
37
Social and Mobile Trends
Peoplefluent: Workforce Explorer app for iPad◦ Designed to leverage use of gamification for
training and self-learning◦ Generates custom questions for line managers
based on specific data in categories like performance, compensation, flight risk, employment history
◦ If they don’t know the answer, can receive a tip and search for answer
◦ Free
38
Gamification
Cloud-based Software On its way to becoming a
standard Workday has legitimized the use
of the cloud for ERP applications. Created an upsurge of replacement discussions globally
Almost all talent management vendors are in the cloud now
Typically large companies replace core systems every 7-10 years, sometimes sooner if new technology architectures are developed
Changing vendors/technology strategies is expensive – question ROI of making switch
39
Capterra.com Filter by platform, number of users, features, number of employees, location, budget List produced displays paid advertisers first, followed by complete list of all vendors in
smaller print Comparehris.com
Complete tool, view scored list of products closely matching listed needs Learn the capabilities of listed systems Determine needs by weighting importance of each feature or option View Detailed Comparison Screens View pre-recorded Demos Vendors pay to be included – not full market discovery
Technology Evaluation Center Respond to series of questions to determine requirements Can do functionality only or also include technology requirements Must do your homework before using the tool in order to get a valid answer – incorrect
requirement responses lead to incorrect conclusions Research and advisory firms
Gartner ‘magic quadrant’ Forrester Aberdeen IDC Ventana
Vendor websites Interactive product demos Can get a good sense of design and navigation
40
Software Market Information
The HR Technologist (Bryon Abramowitz, KI) The Human Capitalist (Jason Corsello – Cornerstone on
Demand) Naomi Bloom – ‘In Full Bloom’ Steve Boese on HR Technology – RIT professor
(steveboese.squarespace.com) Ahmed’s Universe (Ahmed Limam, Independent global HR
technologist) Analyst blogs (Bersin, Gartner, Forrester) Use RSS feeds for easy access LinkedIn – HR Technology groups Twitter Filter the facts from the buzz
41
Blogs and Conversations
42
Final thoughts
Beware the anorexic organization…