A big, pre-virus hello from the Ceridian Advisory Conference!

In early March, before the madness, Morris attended the Ceridian Dayforce Advisory meeting, an annual gathering of consultants, senior executives and techies.  HRComputes has been attending the event since its inception, 3 years ago.  The point of the meeting is to hear the latest and greatest about the product, the strategy for what comes next and how to best partner with Ceridian.

It is a great opportunity to rub elbows with company leadership and the competition (some of whom have become friends!).  The event includes a demonstration of the product by David Ossip, CEO.  I have seen him perform before but it is still cool to see a CEO in full command of a tech product!  He informs and enlightens the crowd while entertaining questions and teasing his millennial employees.

The Ceridian product has some great Time and Attendance automation including scheduling automatically based on employee preferences, allowing shift swap and pick up of vacant shifts as well as metrics on OT, approval and other special performance indicators.  The Dayforce product boasts the best analytics based on internally facing payroll data and system usage that I have seen.  This includes numbers and types of errors, retro payments and more details to help the process get better.  There are dashboards on how often a customer engages support, how often it is on the same topic and what is the time to answer.  If this type of insight is used properly then actions can be taken to monitor and improve service levels!  In addition, they continue to expand the use of Alexa type interfaces and released an expansion on their survey tools and added the ability to do sentiment analysis.

One of the most important statements made by a senior exec was “80% of HCM clients use only 30% of the functionality of the system”!  With the emphasis of so many projects on getting Core HR and Payroll up and running in a short amount of time, so much functionality gets left un or under implemented.  Many of the “bright and shiny objects” and the leading-edge range of capabilities – many of the things one sees in a demo and often the reasons for the purchase decision – do not make an impact on the organization.  The consensus on how to fix the issue was to increase client-side support, expand on change management and include a budget for technology adoption and communications techniques.  

All services, by the way, that we excel in providing!

Stay tuned to this blog and reach to me at Morris@HRComputes.com

Technology change is often like changing the tires on a car while it is in motion!

In business, defining your current state informs the potential actions for the attainment of any future goals.  This is especially true for any technology plan.  

Everyone is talking about the year 2020 in terms of having "perfect vision".  That perfect vision starts with understanding what you have today, what works, what doesn't and define what you must have and would like to have.

Our recommendation is to use the tools of customer experience and market research.  From focus groups to surveys and from in-depth interviews to technology demos and orientation sessions, the key is to mine your institutional knowledge to determine the current state of HR process and technology.

Here are some thoughts and guidelines:

what do we want to accomplish
Determine what HR systems and functionality the company has today

Determine what works and does not work today
Document and analyze these findings
Create a list of recommendations for review and action

how do we accomplish it
1. Conduct a survey and focused interview process to understand the current HR Systems Inventory
2. Develop an HR Technology Inventory for Employee data Systems
3. Create an HR Systems Software Analysis Document to determine if/how we can better:
a. automate routine tasks
b. improve the quality and visibility of data
c. standardize where appropriate
d. support M&A integrations
e. develop a common language for metrics and analytics
4. Share the results of this process and create a Recommendation on next steps

we have more ideas
Tasks to produce the systems inventory
Systems to ask about
Questions to ask
Examples of recommendations and next steps

Stay tuned to this blog or reach to me at Morris@HRComputes.com

A wise person once said, "One needs to know where one has been to get to where one is going".

Answer your HR Technology questions before it is too late!!