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!!

AI for People Management

HRComputes sponsored and Morris Yankell hosted the PSPS Human Capital Analytics meeting on “Strategic Artificial Intelligence and People Management.” 

Thank you to so many of our clients, colleagues, and friends for attending. We had the following speakers representing a variety of digital and AI tools for middle market organizations.

Prashanth Rai              Regional VP                               Bayestree
Andreas Graesser        Founder                                      Innovad
Matt Pietsch                 Chief Revenue Officer              Engage
Suhail Halai                  Principal Consultant                Ultimate/Perception

We had an informative conversation about both what excites and worries participants on the topic of AI and Human Capital Management (HCM). Participants, reflecting a variety of industries and functional expertise, were excited about better decision making, reduced bias, improved manager/ employee engagement, skills development, and the opportunity for HR to lead the AI charge for HCM. As excited as the group was about these opportunities, there were concerns about keeping the human in Human Resources (HR), blind acceptance of technology, employee capability and employer capacity to upskill the workforce, resistance to change, potentially slow adoption by HR leadership, and data privacy.

Our esteemed speakers took these cues and worked them into their presentations. 

From Prashanth and Andreas, Bayestree and Innovad,  we learned about workflow automation tools that will reduce routine and transactional work. With this technology, employees are free to focus on more impactful and interesting activities. It also improves compliance, record keeping, and employee satisfaction.

From Matt at Engage, we learned about developing a passive talent pipeline allowing your organization to identify potential employees before they begin an active search. The technology uses data scraping to identify candidates and allows preliminary engagement with top talent in hard to fill roles. When the candidate is ready to consider a change, you are already engaging with them.

From Suhail at Ultimate/ Perception, we learned about a survey tool that leverages natural language reading and machine learning to assess employee satisfaction and to provide clear and actionable data to management. The turnaround time for managers to receive this information is days, not months, allowing for targeted and specific actions and remedies improving employee engagement and performance.

All of these tools provide opportunities for HCM leadership to drive change within their organizations and to deliver impact to organizational outcomes. Much of this change is really about improving client experience and outcomes.

The best news is HRComputes is well versed in digital transformations and we are ready and able to help our clients make the best selection for their requirements and to guide implementation to ensure success and deliver value!

Contact us at morris@hrcomputes.com to see how we can help you with AI and HR!