In this session get to know,
- Why is HR Product Selection so Important?
- How to choose between 'Build' versus 'Buy’?
- 5 key parameters to evaluate for each technology
- How to Bridge Gaps between Products through Customizations?
Integration and Automation in Practice: CI/CD in Mule Integration and Automat...
5 Key Items HR Should Consider Before Buying HR Technologies
1. 5 Key Items HR Should Consider
Before Buying HR Technologies
The State of Today's HR Tech Stack
September 17, 2020
2. By the End of
this Session,
You Will
Learn
• Why is HR Product Selection SO Important?
• How to choose between 'Build' versus 'Buy’?
• 5 key parameters to evaluate for each
technology
• How to Bridge Gaps between Products through
Customizations?
3. Poll #1
What role do you play in HR product selection in your
organization?
You can select multiple options
A. Decision maker
B. Influencer
C. Evaluator
D. Not involved in selection
4. Why is HR Product
Selection So Important
Now?
What has Changed?
5. HR Goals are
Changing…
Strategy Take Strategic Decisions
Engage Keep Employees Engaged
Collaborate Collaborate in Org Goals
Govern Govern Productivity
Brand Build Employer Brand
Innovate
Innovate to Hire and Retain
Talent
9. Poll #2
What is your organization’s mandate for HR product/service
procurement?
A. Buy from market
B. Buy through IT partner(s)
C. Build internally
D. Build through an outsourced partner
E. Leverage open source technologies
12. Buy vs Build
Build scenario:
Chatbot in HR
Ticketing
Understaffed HR Team
Overwhelmed with HR cases
Unresolved cases leading to
frustrated employees
US based tech company with
100,000 employees worldwide
Employee HR Chatbot
for routine
HR ops
HR
60% tickets
handled by bot
Avg. 35
seconds to
resolve
Time Saved
and
Invested in
Strategic
Initiatives
13. Buy vs Build
Build and
Integrate:
Performance
Management
and HRIS
PoleStar and
SuccessFactors
14. Why Did We Decide to 'Build' Instead of 'Buy'?
1. Existing One-on-One (O3) app
2. Our Requirements were very focused
3. Our existing HCM did not cater to all our Requirements
4. We had a high performing internal dev team that was
Technically Proficient
5. Time to Solution - We wanted to go live in a couple of months
6. Budget
15. What Were Some of Our Requirements?
1. Build on the success of our previous O3 app
2. System should be conversational in nature and track performance
3. Create a culture of change and engagement
4. Complete transparency between the direct and their manager
5. Integrate with our various internal apps
6. Custom dashboards and reports for on-demand information
7. Track learning
21. Data is
Supreme
Data security
Data interoperability
Auditability, compliance
and custom reporting
Actionable insights
•Workday CSO stressed on
the importance of newer
Data Privacy and Security
Standards for the post-COVID
world
HR Open Standards
consortium is building new
standards for data exchange
1
22. Integration is
Fundamental
Job boards integrate
with Glassdoor for
getting employer
ratings
Skillsoft Percipio
integrates with
SuccessFactors LMS for
courses
Harbinger has built
over 60 custom
connectors to integrate
diverse HR systems
2
HR use over a dozen
products
Several are stuck with
file-based data
exchange
Need for real time and
automated data
exchange
• Configure once, use
many times
• Fully automated
• Multiple data sync
options
23. Self-Serve
and Self-
Help
Products
No lengthy
implementation cycles
Built-in setups and
workflow templates
Wizard-based tools
Readymade reports
Access to a user
community
3
Salesforce is ready out
of the box
Wizard-based
customizations
Harbinger builds
products equipped with
page designer and
wizards for designing
workflows
24. Pricing and
Billing Needs
an Overhaul
Per employee per
month is too rigid.
Flexible pricing is
preferred.
ROI reports
Prefer Add-on fee for
additional components
or extended usage
4
Atlassian charges a
basic fee for JIRA and
applies additional
fee for features
ATS gives a cost-per-
hire comparison, at
times
25. App
Extensions &
Marketplaces
Plugins on
enterprise platform
marketplaces
Facilitate in-context
interaction for
better engagement
and user adherence
5
Cornerstone LMS
plugin on Zoom for
streaming training
Cornerstone’s
training app on
Salesforce
AppExchange
Betterworks chatbot
for Microsoft Teams
for employee
surveys
Harbinger has built
chatbots for Outlook
which answer HR
policy questions
26. Poll #3
How does your organization handle customization
requirements?
You can Select Multiple Options
A. Through implementation partners
B. Through internal teams
C. Through specialist vendors and consultants
D. Custom requirements remain unfulfilled
28. Possibilities - Customizations
Integration options with specialized point systems e.g. employee
engagement, learning systems, and more
Mobile apps personalized to employee activity/tracking or important
company updates
Teams/ Slack/ Zoom-enabled apps for attendance, check-ins, video
meetings
Training nuggets/reinforcement delivered via different communication
channels
Develop insights via an integrated layer over all HR reporting layers
29. Summary
• Focus on HR’s strategic goals and let HR
technology take care of operations
• Consider all options – 'Buy', 'Build', and
'Integrate'
• 5 key items to consider
• Data is supreme
• Integration is fundamental
• Self-serve and self-help products
• Pricing and billing needs an overhaul
• Listings on app extensions & marketplaces
• Bridge the gaps using custom solutions
31. Thank You Q&A
Please write to us at Consulting@harbingergroup.com
https://harbinger-systems.com/
Hinweis der Redaktion
https://www.atriumstaff.com/evolution-in-role-of-hr/#:~:text=%20The%20Evolution%20of%20the%20HR%20Professional%20,and%20directly%20impacting%20the%20role%20of...%20More%20
Operational involvement Strategic decision making
Basic users Power users
Far beyond hiring and firing
Collaborate with other teams for org goals
Employer brand building
Building packages to attract and retain talent within budgets
Monitoring and reporting Productivity
Implementing change management
Reskilling
Keeping employees engaged
Back to Work – Safety, trust, data tracking, compliance
Work From Home – Trust, engagement and productivity
Employee Wellbeing – Physical and mental wellbeing
Fitting in Small Budgets – Retain talent in smaller budgets, stop initiatives, shift budgets
Diversity & Inclusivity – Fairness towards employees of a specific origin, employees who may be unnecessarily targeted etc
file:///C:/Users/Subodh/Downloads/gx-workforce-strategies-for-post-COVID-19-recovery%20(1).pdf
Distraction from strategic goals
Requirements – Are you clear with your requirements? Are your requirements routine or unique?
Budget – How much budget do you have? Have you done your ROI calculations?
Technical Proficiency – Does your team have the tech proficiency to maintain a software? Can you afford a dedicated support team?
Time to Solution – How much time can you go without a solution?
Competitive advantage – What comp adv will the solution build for your org?
While the first preference is to Buy, it might be worthwhile to think about Building a solution. Here are two examples, about Building solutions to achieve the required goals.
There were several point based chatbot solutions, but none of those were able to achieve the end to end goals.
Considering the scale and volume of customizations, it was better to build it.
– employees at COVID risk, D&I challenges, productivity concerns
Encryption, Multi factor and step-up authentication, Role-based security
– employees at COVID risk, D&I challenges, productivity concerns
Subodh to talk about # 6 and 7
Monetization channel – commission, freemium, subscription
You can carve out some pieces and get our help
Or use us in case you are looking for a fresh pair of eyes to look at your product strategy, technology stack, UX, or product roadmap.