Digital Transformation
The Latest HR Technology Ideas and Events
Top 10 Ways to Improve HCM Digital Transformations
1. Develop a digital HCM strategy that support your business strategy. Align the HCM tool requirements with business strategy. Most solutions offer transactional process improvement. Go beyond transaction automation and look for process automation and predictive analytics to drive impact within your organization.
2. Engage with stakeholders both internal and external. These conversations will reveal both pain points and opportunities. An additional benefit is building a network of organizational influencers.
3. Do your homework! Take the time to do a needs analysis and understand the relationship between the “ask” and business value creation. Look at requirements for today and tomorrow.
4. Request a realistic budget. Remember that software is a tool to be used in a transformation project. You will need time, money, and resources for a successful implementation and integration. These costs are often over 50% of the total budget.
5. Define the scope of the project including phase 1 and phase 2 launch plans. Make sure that your selected vendor offers and supports phase 2 items.
6. Move beyond the sales hype! Take the time to drill down to core functionality offerings by vendors to ensure the offering support your digital strategy.
7. Understand what “Yes” means in vendor speak. Is it possible but painful or is it an easy to use component or feature?
8. Review workflow process and internal policies to understand the impact of software selection on policies, procedures, and training requirements.
9. Establish metrics to measure success.
10. Engage a qualified and experienced consultant. The fees you pay will be more than covered by avoiding costly mistakes.
Upcoming Events:
Beacon HCM group and PSPS Human Capital Analytics
Strategic AI and People Management for small and mid-size businesses
The exciting world of AI and People Management comes to small and mid-size business at the Navy Yard!
AI for HR – why, what and how
Hear case studies from small and mid-size companies who are using AI
See real world product examples
Participate with our expert panel to expand your understanding of what is possible today!
Morris will lead this dynamic, joint program between 2 great networking groups at the Penn State Navy Yard location on October 16, 7:30 – 10:30 AM.
Click here to sign up for the October HR Analytics Event!
Plan now to join Kristina as she presents the following webinars in 2020.
The Role of AI tools in HCM Transformation January 16
Ethical Considerations for AI April 16
10 Recommendations to Improve AI Tool Selection June 11
Webinars are free but you must be a premium member to receive PMI credits.
Click here to register.
Recent Success Stories:
At HRComputes we focus on our clients’ digital transformations including solution selection, client-side implementation, process transformation and technology optimization. Here are some examples of recent projects:
Working with a regional not for profit, we used our UltiPro BI knowledge expertise to improve their compliance and reporting functions.
Working with a US subsidiary of a global company, we used our expertise with Ceridian payroll and HCM technology to improve functionality and save time and money.
Working with a global manufacturer, we created an HCM technology current and strategic map providing a tool for process improvement and HCM technology decisions.
Working with a national not for profit, we created and implemented an UltiPro training program supporting the launch process and driving adoption of the new system.
We would love to discuss your organization’s digital transformation needs with you to develop a plan for success! Call us at (856) 982 7162 or click this email address for more info! Contact Morris at morris@hrcomputes.com
Digital Technology Spot Light
UltiPro Perception
For those of you fortunate enough to be able to attend the October PSPS Human Capital Analytics and Beacon Human Capital Management joint meeting, you will have the opportunity to meet Erik Darby, Sr. Director, Sales and Alliances at Ultimate Software. He will be explaining the natural language reading capabilities and the impressive results that this AI tool has delivered. We really like this employee engagement survey tool as it gives real time, immediate actionable employee data allowing HR and Business leaders to gain insight into strategies for improving employee retention, performance and so much more. We can help with introductions, business case creation, user adoption and more!
For more details on use cases and current clients visit us at HRComputes
Fall 2019 Events:
Beacon HCM group and PSPS Human Capital Analytics
Strategic AI and People Management for
small and mid-size businesses
The exciting world of AI and People
Management comes to small and mid-size business at the Navy Yard!
AI for HR – why, what and how
Hear case studies from small and mid-size companies who are using
AI
See real world product examples
Participate with our expert panel to expand your understanding of
what is possible today!
Morris will lead this dynamic, joint
program between 2 great networking groups at the Penn State Navy Yard location
on October 16, 7:30 – 10:30 AM.
10 Recommendations to Improve Human Capital Software Selection
 |
| Pick the right system to illuminate HR! |
- Engage a qualified and experienced consultant. The fees you pay will be more than covered by avoiding costly mistakes.
- Engage with stakeholders both internal and external. These conversations will reveal both pain points and opportunities. An additional benefit is building a network of organizational influencers.
- Do your homework! Take the time to do a needs analysis and understand the relationship between the “ask” and business value creation. Look at both today and tomorrow’s requirements.
- Request a realistic budget. Remember that software is a tool to be used in a transformation project. You will need time, money, and resources for a successful implementation and integration. These costs are often over 50% of the total budget.
- Define the scope of the project including phase 1 and phase 2 launch plans. Make sure that your selected vendor offers and supports phase 2 items.
- Move beyond the sales hype! Take the time to drill down through core functionality offerings by vendors.
- Understand what “Yes” means in vendor speak. Is it possible but painful or is it an easy to use component or feature?
- Ensure that the system integrates with your other technology and understand how that integration will take place - API, file transfer, file import, csv/flat file, etc
- Compare system workflow process and internal policies to understand the impact on policies, procedures, and training requirements.
- Align the HCM tool requirements with business strategy. Most solutions offer transaction process improvement. Go beyond transaction automation and look for process automation and predictive analytics to drive impact within your organization.
You get the idea. It isn’t
just about looking at a few online ratings and picking a system.
Truthfully,
this list is the tip of the iceberg. There are many more considerations below
the water line especially for global organizations. As your business grows, it
is important to cement the right human capital foundation to drive business
results through attraction, retention, and engagement of top talent.
We are qualified and experienced
consultants and can help make your selection process a success. Reach out to Morris or Kris at Morris@hrcomputes.com and Kris@HRComputes.com . Our initial
consultation is always free.
What is the value of your LinkedIn connections?
The easy answer is you don’t know until you need them. And all of us will need them one day – whether for a new job or client or some advice on a new topic or for help in a new place. I believe that our LinkedIn business network is one of our most valuable personal assets.
To me the better question is how do you decide to LinkIn and how do you decide to LinkOut?
When I send or when someone sends me a connection request, I state the value proposition from the perspective of the things we have in common and the opportunity to potentially help each other be more successful. For many of my invitations, “in common” means Human Resources or Technology and from a few to 100’s of smart people on LinkedIn.
Most of the invites I receive do not have any text or they simply say please LinkIn with me. I would prefer that people entice me to connect with their brilliance and communication abilities. I usually look at the person’s title and profile to see what and how we have in common and if I feel we can help each other.
When I accept or have an invite accepted by someone, I always message them to ask for a 20 minute phone call to have an Intro conversation.
Is that weird?
To me the weird part is accepting a connection and then never, ever following up with anything more. Why connect if you do not want to CONNECT? Or what is the value of someone connecting with you if you have never spoken or communicated in anyway? Why would they refer you to someone else? I think of these connections as “fake 1st connections”.
One argument to just connect with everyone is that it expands your network of 2nd connections.
NolanBranding.com has this perspective - LinkedIn “connections” are not akin to Facebook “friends.” Do not think that accepting a connection request means you have a personal connection with the individual; in fact, you may not even really know him/her. Instead, accepting a connection request means, “Thank you for access to your network, and if my network can be of assistance to you, I am happy to reciprocate.”
The problem is that you can not message with second connections and why would your “fake 1st connection” ever refer you? And if they would then of what value is that referral? Things that make me go “hmmmmm”.
And how about this one? I have a connection for many years, albeit from a networking group. We have met at meeting multiple times and spoken on the phone a few times. About 2 years ago, she asked me to recommend her to the Board of a local organization (which I did and she won the seat). I recently asked her to refer me to a first connection of hers. As I always do, I said that being LinkedIn she may not know the person so it is perfectly acceptable to say no.
Her reply – “You can certainly reference me in your out reach but the firm generally prefers to steer clear of personal introductions unless we know there is a need.”
My translation of this is that she does not give referrals unless her company makes money.
Now do I LinkOut with her?
What do you think? Please comment and let me know your thoughts.
Driving Behavior Change with Data at the The Wharton People Analytics conference!
The Wharton People Analytics conference leverages the power
of data and analytics to help people and organizations thrive. HRComputes’
Kristina Kohl, Managing Principal, is honored to have attended the conference
serving on an esteemed panel of judges for the Wharton People Analytics Conference
2019 Startup Competition.
Over 30 startups working in the field of people
analytics submitted pitch decks to the competition. The panel had the pleasure
of providing feedback and recommending a winner from the 5 finalists using the
following metrics:
·
Innovation
·
Impact
·
Scientific rigor and use of data
·
Presentation
·
Investment Decision
The
finalists were:
Name
|
Website
|
Innovation
|
Atipica
|
www.atipicainc.com
|
Inclusive
AI Platform for the Talent Cycle to Track and Measure DI&E Hiring Goals
|
OrganizationView
|
www.organizationview.com
|
Text
Insights and Information
|
OrgMapper
|
www.org.mapper.com
|
Leveraging
Networks to Improve Outcomes
|
PayAnalytics
|
www.payanalytics.com
|
Prescriptive
Recommendations to Close the Gender Pay Gap
|
Worklytics
|
www.worklytics.co
|
Data-driven
Employee Experience
|
The range of data driven solutions was expansive ranging
from employee engagement to gender equality. The winner was Margret
Bjarnadottir, Founder, PayAnalytics. For more details visit https://wpa.wharton.upenn.edu/2019-conference-competitions/
The world of human capital management is rapidly changing
as people are recognized as an organizations most valuable asset. Attracting,
engaging and retaining employees is now top of mind for most executives but the
feedback tools such as surveys provide limited insight into what is driving
employee engagement. No one is more aware of this issue than knowledge-based
firms such as Microsoft and Google. As a result, they have developed their own
solutions such as Microsoft’s Workplace Analytics https://products.office.com/en-us/business/workplace-analytics?ms.officeurl=workplaceanalytics&rtc=1
that analyses employees’ calendars and email data to
identify how employee resources are used on projects, in meetings, after hours,
etc. One use case revealed a large manufacturing organization that was spending
300,000 employee hours and $30 million a year on a recurring executive
briefing.
Stephanie Tignor, People Scientist and Analytics Lead at
Humu,
https://humu.com/
discussed the importance of behavior change. When
employees are asked about engagement 70% of the difference between an engaged
and disengaged employee relates directly to the manager. We have all been
talking about the importance of ongoing meaningful conversations and regular
meetings between managers and employees, but execution remains a challenge.
Through digital tools, managers are better able to execute human management.
Humu tool uses a digital “nudge” sending a reminder to managers that includes a
schedule invite for setting up a meeting with employees. This approach
significantly increases the occurrence of meaningful manager and employee
meetings and conversations.
While the conference clearly highlights the advances that
we are making in data science in the area of people analytics, it is also clear
that these tools are not a replacement for human interactions but rather a tool
to help managers in their employee interactions.
It was an honor the be included on the judging panel
where I learned a great deal from my fellow judges as well as from the program
participants. Based on my experience in human capital technology and
organizational transformation, I was able to contribute real world perspective
and an independent perspective. It was a fantastic experience to learn about
cutting edge people analytics technology and the significant impact it is
having on challenging human capital issues such as diversity, inclusion, equity
and engagement.
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