This webinar was posted on June 26, 2012 and presented by Evan Tierce, SPHR.

1. HR Transformation
Through Technology
Evan Tierce, SPHR
Technology Implementations Mgr.
G&A Partners

2. Today’s Agenda
• Overview
– The HR technology industry. What’s hot and what’s not?
Who’s “winning” with technology and why?
• Desired Outcomes
– Operational & Strategic
• Technology’s Role
– What is it exactly and how does it work?
• Return on Investment
– Show me the money!
• Q&A

3. Overview
“Business transformation through
talent management technology”
• HR = Organization itself
• Leveraging your greatest asset also
means mitigating against your
greatest liability.

4. Human Capital Technology
• $140 billion +
• Current trends
– Cloud-based and mobile solutions development
– Social tools and self-service incorporating rapidly
– Integrated platforms expanding (internally/externally,
vertically/laterally)
– Analytics are more easily accessed
– Target markets emerging
• State of acquisition
– SAP, SuccessFactors
– Oracle, Taleo
– SalesForce.com, Rypple
– Cornerstone Ondemand, Sonar6

5. Utilization
• Who’s using human capital technology?
– Companies of all sizes and industries
– Process and quality-oriented organizations
– Pay-for-performance organizations
– Existing HCT subscribers
• What’s working?
– Phased implementations
– Managed change throughout implementation
– Holistic incorporation
– Consistency
• What isn’t working?
– Technology as the sole solution
– Unilateral implementation
– Data silos
– Too much technology

6. Operational Outcomes
“Begin with the end in mind”
• Increased operational
efficiency
• Strengthened compliance
• Reduced costs
• Increased revenues
• Third-party influencers

7. Strategic Outcomes
Ask yourself these critical questions…
• How will technology help me hire the best
people?
• How will technology help translate individual
performance into organizational performance?
• How can technology help employees perform
their jobs better tomorrow than they do today?
• How can technology help my team spend more
time GROWING the business?

8. Implementation
“Measure twice, cut once”
• Existing systems
• Current Resources
• Time-to-Implement
• System Adoption

9. Definitions
Cloud
LMS
SaaS
ATS
Mul--­‐
Tenant
HCM
Integrated
Unified
Talent
Mgmt.
EPM
E-­‐
Learning
PEPM
On-­‐
demand
Self-­‐
service

10. Vendor Sample
SAP
Cornerstone
On-­‐Demand
HourDoc.com
Peoplefluent
Kronos
SumTotal
Kenexa
bSwiI
HireRight
HR
Toolbench
Vana
Sapien
TalentWise
Oracle
SuccessFactors
Taleo
Ceridian
Ul-mate
SoIware
Workday
TALX
Visier
Saba
Ascen-s
HR
Smart
Silk
Road

11. G&A Methodology
Recruit
Onboard
Track
Perform
Reward
Develop

12. G&A Sample Solution Set
• Technology Solutions:
– Applicant Tracking System
– Onboarding System
– Time & Labor Management System
– Performance Management System
– *Learning Management System
– *Benefits Management System
– >>HRIS

13. Applicant Tracking (ATS)
• Automates and standardizes the
sourcing, recruiting, assessment, and
hiring processes.
• Capabilities
• Create, manage, and store job
requisitions
• Distribute internal and external
job postings
• Perform detailed candidate
searches
• Customize job applications
• Assign candidate questions and
ranking
• Manage interview scheduling
• Conduct candidate assessments • Run custom reports

14. ATS Features

15. Onboarding
• Automates new hire data capture,
form management, and
communications
• Capabilities
• Web accessible • Capture E-signature
• Manage Form W-4 and I-9 • Send automated notifications
• Real-time data validation • Customize form workflows
• File forms digitally and securely • Leverage systems integration

16. Onboarding Features

17. Time & Attendance (T&A)
• Replaces manual processes related to
capturing, managing, and reporting
time
• Capabilities
• Multiple time capture options • Employee self-service
• Track PTO, vacation, and sick
leave
• Track overtime
• Manage job costing • Create and distribute
schedules
• Track and notify
certification / skill cycles
• HRIS integration

18. T&A Features

19. Performance Mgmt. (PM)
• Automates and standardizes the
management of job competencies,
goals, and performance evaluations.
• Capabilities
• Create SMART, company-aligned
goal plans
• Administer tailored performance
reviews
• Conduct 360 multi-rater reviews • Track performance with
feedback tools
• Use writing assistant and
coaching support tools
• Customize review workflows
• Utilize succession planning tools • Create organizational charts

20. PM Features

21. ROI factors to consider…
• Applicant Tracking
– Reduced labor costs, expenses, and process leaks
– Improved quality of hire
– Reduced time-to-fill
– Reduced turnover
• Onboarding
– Improved first impressions = reduced 90-day turnover
– Reduced paper, printing, and mailing expenses
– Less data entry and opportunity for manual error
• Time & Attendance
– Reduced labor expense relating to time collection, calculation,
and payroll preparation
– Eliminated time card fraud / time theft
– Reduced unauthorized overtime expense
– Eliminated PTO policy abuse

22. PM ROI
• Goal alignment
• High potentials /
succession
• Employee
engagement
• Employment
decision support

23. Summary
• HR technologies are providing practical
solutions to modern workforce issues.
• Small and mid-sized companies are
increasingly utilizing technology to
improve their bottom line and maximize
workforce productivity.
• Technology selection and implementation
best-practices are keys to success.
• Significant ROI’s are being achieved.

24. More Information
• Resources:
– Gartner
– Bersin & Associates
– The Aberdeen Group
– Nucleus Research
– Towers Watson
– Aon Hewitt
– Vendor whitepapers and research
articles

25. Q&A
What questions do you have?

26. Thank You
G&A Partners is a Houston-based HR and administrative
services company that manages human resources, benefits,
payroll, accounting and risk management for growing
businesses. G&A maintains offices in Houston, Dallas, San
Antonio, Austin, College Station, Corpus Christi, Arizona and
Utah. For more information about the company, visit
www.gnapartners.com or call 713.784.1181
Please send questions to info@gnapartners.com