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New Trends in HR Technology New Trends in HR Technology
David B Turetsky
Vice President, Aon Consulting
New Jersey Compensation Association12 th November, 2002
David B Turetsky
Vice President, Aon Consulting
New Jersey Compensation Association12 th November, 2002
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What is your Companys TechnologyAppetite?What is your Companys TechnologyAppetite?
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This session will present best in practiceexamples designed to:This session will present best in practiceexamples designed to:
Using current technology to full capacity;
How to plan for the future;
Communication of an HRIS system's value beyondHR;
Thinking about new ways of using data to help moveyour business forward; and,
Effectively budget and manage your HR Technologyresources.
Using current technology to full capacity;
How to plan for the future;
Communication of an HRIS system's value beyondHR;
Thinking about new ways of using data to help moveyour business forward; and,
Effectively budget and manage your HR Technologyresources.
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How to be a better business partner usingTechnologyHow to be a better business partner usingTechnology
Use systems that are appropriate for your company
Contact your audit and legal departments
Trust Managers and Employees
Its all about the data or data is power
Act as if your HRIS group is a Center of Excellence
Use systems that are appropriate for your company
Contact your audit and legal departments
Trust Managers and Employees
Its all about the data or data is power
Act as if your HRIS group is a Center of Excellence
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AgendaAgenda
Overview
Evolution Technology
HRMS
Plan for the Future
Getting Religion on Strategy
The Future
Questions
Overview
Evolution Technology
HRMS
Plan for the Future
Getting Religion on Strategy
The Future
Questions
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Overview
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What is HR?What is HR?
human reso u rcesn. Abbr. HR
(used with a pl. verb) The persons employed in a business or organization; personnel.
(used with a sing. verb) The field of personnel recruitment andmanagement.
Source : The American Heritage Dictionary of the EnglishLanguage, Fourth EditionCopyright 2000 by Houghton Mifflin Company.Published by Houghton Mifflin Company. All rights reserved.
Recruit, Hire, Train, Sustain, andReward the Right People.
Overview
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What is IT?What is IT?
inf or mat ion t echn ologyn. Abbr. IT
The development, installation, and implementation of computer systems and applications.
Source : The American Heritage Dictionary of the English Language, Fourth EditionCopyright 2000 by Houghton Mifflin Company.
Published by Houghton Mifflin Company. All rights reserved.
(IT) Applied computer systems - both hardware and software , and often includingnetworking and telecommunications , usually in the context of a business or other enterprise. Oftenthe name of the part of an enterprise that deals with all things electronic.
The term " computer science " is usually reserved for the more theoretical, academic aspects of computing, while the vaguer terms "information systems" (IS) or "information services" may includemore of the human activities and non-computerised business processes like knowledge management
Source : The Free On-line Dictionary of Computing, 199 3 -2001 Denis Howe
Turning data into knowledge
Overview
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HR and ITHR and IT
Recruiting
Training
Salaries Overtime
Benefits
Executive Comp& Perqs
COBRA
EEOC
JobDocumentation
FLSA/Compliance
Promotions
SeveranceExpatriation/Moving
Incentives
SuccessionPlanning
Human Resources
CommunicationsJob
Evaluation
Information Technology
Excel
PowerPoint
Access
HRIS
Payroll
Overview
Manager Self Service
Employee
Self Service
Development
Growth
Reward
Success
Measurement
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Bring HR and IT Together Bring HR and IT Together
HRIT, HRIS, HRMS, etc.
Major HRIS Vendors: Oracle, PeopleSoft, SAP, etc. Lawson, ADP, Best, Ultimate, etc.
Payroll PeopleSoft, Lawson, SAP, Oracle ADP, ProBusiness, Ceridian
Other systems Compensation Mgmt - AIM, Kadiri, Workscape, etc. Planning Aon, Mercer, Watson Wyatt, Towers Perrin, etc. Incentives - Centive, Synygy, Westport Software, etc. Benefits Aon, PeopleClick, Workscape, SynHRgy, etc.
Portals, Recruiting, Learning Management, Talent Management, etc.
HRIT, HRIS, HRMS, etc.
Major HRIS Vendors: Oracle, PeopleSoft, SAP, etc. Lawson, ADP, Best, Ultimate, etc.
Payroll PeopleSoft, Lawson, SAP, Oracle ADP, ProBusiness, Ceridian
Other systems Compensation Mgmt - AIM, Kadiri, Workscape, etc. Planning Aon, Mercer, Watson Wyatt, Towers Perrin, etc. Incentives - Centive, Synygy, Westport Software, etc. Benefits Aon, PeopleClick, Workscape, SynHRgy, etc.
Portals, Recruiting, Learning Management, Talent Management, etc.
Overview
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A Short History of ComputersA Short History of Computers
The Early Years
Abacus3 000 B.C.
Rotating Slide Rule16 22
Pascals Adding Machine164 2
Jacquards Loom Machine18 01
Babbages Difference Engine18 01
Zuses Z-1 Machine19 38
Colossus19 43
Source: IEEE
Evolution
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A Short History of ComputersA Short History of Computers
Source: IEEE
195 0s
196 0s
197 0s
MainframesStorage
COBOL(195
9)
PascalFortranBasic
CalculatorsMicrocomputing
Apple II
198 0s
SoftwareProcessing power CDs
1990s
User Interface Networking
Email/The Internet
2000s
WirelessMiniaturizationConvergence
Evolution
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History of HRMSHistory of HRMS
DBMS
Payroll
HRIS
E nterprise R esource P lanning
DBMS
Payroll
HRIS
E nterprise R esource P lanning
Transactions
Storage
Analysis
Access
Evolution
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Rainbow of ChoicesRainbow of Choices
HRISPayroll
Transactions entered manually andcentrally
Stores data and transactions Calculations are done outside of
the system
Simple exports to benefit providers
eHR
Transactions entered manually andcentrally
Stores data and transactions Performs simple calculations Provides feeds to other systems
and providers via export
Transactions are initiated byemployees or managers
All calculations are parameterized for easy changes
Other systems use ODBC,automated feeds or other integrated linkages
ERPs HR Portals Next Gen
PayrollAccess/Excel
Evolution
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What do you need in your HR systems tosupport business strategies?What do you need in your HR systems tosupport business strategies?
Manager Self ServiceEmployee Self ServiceExecutive Information SystemPayroll feedsBenefit calculations
Reporting (including Managerial/Legal)Compensation Program AdministrationHistoryGlobalityBudgeting/PlanningHeadcountRecruitingSkills Inventory, Career Development, Succession Planning, Training,CompetenciesJob History and Employee BackgroundMarket Pricing/Matching/Survey Management
Manager Self ServiceEmployee Self ServiceExecutive Information SystemPayroll feedsBenefit calculations
Reporting (including Managerial/Legal)Compensation Program AdministrationHistoryGlobalityBudgeting/PlanningHeadcountRecruitingSkills Inventory, Career Development, Succession Planning, Training,CompetenciesJob History and Employee BackgroundMarket Pricing/Matching/Survey Management
(Check all that apply)
Evolution
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System DesignSystem Design
Data
Compensation
Recruiting Benefits
HR
PayrollTraining
Reporting
History Calculations
Headcount
IT/Infrastructure
Executives
Legal/
Audit
Security
Facilities
Strategy &
Planning
Finance
Managers/Employees
Evolution
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Manager Self ServiceManager Self ServiceEvolution
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Employee Self ServiceEmployee Self ServiceEvolution
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P lan f or th e Futu re
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Where do I start?Where do I start?
Corporate HR audit
What are your companys? Business Goals Acquisition Strategies Understanding of timeframes
What are the HR priorities for systems?
Whats your BUDGET?
ROI
Business Plans are not only for dotcoms anymore!
Corporate HR audit
What are your companys? Business Goals Acquisition Strategies Understanding of timeframes
What are the HR priorities for systems?
Whats your BUDGET?
ROI
Business Plans are not only for dotcoms anymore!
Plan for the Future
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What does that mean for your HRMS?What does that mean for your HRMS?
New System or a makeover?
Highly customized or configured?
How old is your current system?
Are there plug-in solutions out there for your
needs?
Think ahead
New System or a makeover?
Highly customized or configured?
How old is your current system?
Are there plug-in solutions out there for your
needs?
Think ahead
Plan for the Future
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How to save time and moneyor Implementation Strategies 101How to save time and moneyor Implementation Strategies 101
What do you want your HR processes to be?
Clean data = money savings
Make sure you get a specification from your vendor
Keep the data clean
Manage the implementation carefully
Remember your ROI requirements and business plangoals
What do you want your HR processes to be?
Clean data = money savings
Make sure you get a specification from your vendor
Keep the data clean
Manage the implementation carefully
Remember your ROI requirements and business plangoals
Plan for the Future
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Post-Implementation StrategiesPost-Implementation Strategies
Now that your system is built, keep it runningsmoothly
Remember to stay true to the processes designed into
your system
Create plans for renewal of your vows
Reporting and analyzing off of your new datagoldmine
Ensure ROI goals have been met
Now that your system is built, keep it runningsmoothly
Remember to stay true to the processes designed into
your system
Create plans for renewal of your vows
Reporting and analyzing off of your new datagoldmine
Ensure ROI goals have been met
Plan for the Future
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The Top 10 Lessons Learnedof Every Technology Buyer The Top 10 Lessons Learnedof Every Technology Buyer
1. It always takes more time and more money than you thought!
2. Review your processes first
3 . Map out step by step who does what and how it will work prior to design (workflowis key)
4 . Think globally at the beginning
5 . Exceptions are the rule flexible designs are key
6 . Get detailed specs in writing before programming
7 . Usability or user testing early in the design
8 . Dont underestimate the training required for the program fundamentals
9. Do ONE thing right first!
10. TESTING, TESTING, TESTING
1. It always takes more time and more money than you thought!
2. Review your processes first
3 . Map out step by step who does what and how it will work prior to design (workflowis key)
4 . Think globally at the beginning
5 . Exceptions are the rule flexible designs are key
6 . Get detailed specs in writing before programming
7 . Usability or user testing early in the design
8 . Dont underestimate the training required for the program fundamentals
9. Do ONE thing right first!
10. TESTING, TESTING, TESTING
Plan for the Future
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G ett in g R eligio non
St r at egy
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PARADIGMS
What is Strategy?What is Strategy?Getting Religion on
Strategy
pa r a dig mn.
1. One that serves as a pattern or model.2. A set or list of all the inflectional forms of a word or of one of its grammatical categories: the paradigm of an irregular verb.3 . A set of assumptions, concepts, values, and practices that constitutes a way of viewing reality for the community that shares
them, especially in an intellectual discipline.
Source : The American Heritage Dictionary of the English Language, Fourth EditionCopyright 2000 by Houghton Mifflin Company.Published by Houghton Mifflin Company. All rights reserved.
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What is your HRIT strategy?What is your HRIT strategy?
HR is a cost center - provide a service that business leaders need
Anticipate needsAsk executives for their knowledge wish list
Turning information into knowledge
Be bold think creatively
HR is a cost center - provide a service that business leaders need
Anticipate needsAsk executives for their knowledge wish list
Turning information into knowledge
Be bold think creatively
Getting Religion onStrategy
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Strategic AnalysesStrategic Analyses
Headcount Statistics Metrics
Turnover
Total Costs
Recruiting Metrics Guidelines
Headcount Statistics Metrics
Turnover
Total Costs
Recruiting Metrics Guidelines
Turn data into knowledge
Getting Religion onStrategy
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3 1
The FutureThe Future
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3 2
Where is it going?Where is it going?
Integrated ERP Systems
Advanced IVRs
Portals
PDA Access to Data
Decentralization
Integrated ERP Systems
Advanced IVRs
Portals
PDA Access to Data
Decentralization
Personalization
The Future
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QuestionsQuestions
?
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