Cyber Security: The People Impact

 The number one reason for cyber attack breaches isn't technology malfunction, it is people.  Employees' behavior represents on of the biggest risks to cyber security. Organizations attempt to manage cyber risk through technology solutions. While ensuring that your technology stack meets current security standards is crucial, the mere presence of this technology won't ensure cyber security. The missing link is your employees behaviors. 

Employees' behavior represents one of the biggest risks to cyber security.

Many organizations offer online training to educate employees on security issues. While training is a useful foundational step, it can't be the only step. Building cyber security into everyday decisions, actions, and behaviors is crucial to ensuring cyber security. Managers need to make cyber security part of their management process. Making is part of team meeting agendas raises awareness and allows for sharing of best practices. When projects are being undertaken, part of best practices include assessing technology and  data security. Technology management must be integrated role responsibilities across the organization. In addition, technology management including cloud service upgrades, certificate renewals, and vendor security protocols must be monitored.

Managing an organization's technology adoption and change process is crucial to ensuring data security.

From a people engagement perspective, managers need to regularly engage with their team on the issue of data security. While policies may exist about keeping desks clean, securely storing laptops, and not emailing personal identifiable information (PII), it is up to managers to have regular checkins with employees on both physical asset and data security. Employees need to understand how to work securely especially when using a public access WIFI. With the increasing prevalence of work from anywhere, the need for engaging employees on data security is especially crucial.

The following is a list of six top mistakes made by organizations when managing their technology stacks and digital transformation highlighted in a recent WSJ article

1. Focusing on technology rather than employees

2. Depending upon training rather than behavior change

3. Leading with poor examples

4. Not analyzing decisions through a cyber security lens

5. Focusing on prevention at the expense of building resilience

6. Underestimating the competitive advantage of building security and resiliency into your organization.

If your organization  has been involved in a significant cyber security breach, these points will resonate with you. Managing an organizations' digital transformation adoption and change process is crucial to ensuring data security.  Tool selection and management is only part of the process for successfully leveraging technology. As we evaluate an organization's risks and opportunities, cyber health and resiliency must be on leadership's top priority list.  In our practice, we often say, more than 50% of a digital transformation budget must be allocated to adoption and change management. Once a digital transformation has been completed, digital and AI tools and processes must continue to be integrated into roles and responsibilities for ongoing monitoring and support.

Help Wanted!! HR Technology and HRComputes delivers!!

Last year we wrote that a “top issue on CEOs minds is the challenge around finding talent”.  Well, everyone is still talking about the challenge of getting and keeping talent and the Great Resignation has only added to the problem!

Candidate relationship management is today’s Recruiting 101.  Keeping the conversation going through existing automated tools can be a great way to get an “A” in this class.  Most Applicant Tracking System Systems are delivered to be configured to send emails to candidates at many stages during the talent journey.  Why don’t we include a note to new candidates thanking them for their interest and inviting them to view their videos on culture or a day in the life or a message from a leader?  Why don’t we let candidates know they are still being considered during the process by sending them an automated email with information on how to check their status or apply for another spot?  And did you know that the incidence of people just disappearing after getting an offer is on the rise?  Of course, you did!  Ghosting works both ways!  Your existing system probably has an Onboarding module that can include videos, links to new team members, a candidate check list, even work style questionnaires to help you connect with new coworkers of a similar mindset.  All of this can be provided to a candidate of interest to keep the relationship growing.

Keeping talent is the other side of the equation.  This week I was speaking to a senior Talent professional in a great, highly rated company and he said they have 19% turnover in some of their most crucial research and management positions.  The systems that they already have can probably manage and track things like check ins, 360 conversations, just in time coaching and so much more that keeps the lines of communication open.  HR Business Partners work hard to take the pulse of their people and organization, but the systems/technology you probably already have can really help. 

Often the issue is that the team that implemented the technology is long gone.  And the team that does the care and feeding of the system is busy with administration and maintenance of what was implemented as well as handling the quarterly “upgrades” from the vendor. 

Bringing in consulting help to optimize the use of what you have can make an impact without costing too much money, time or resources.  Understanding what is in your HR Technology stack and what it can do for you is the first step.  We recently helped a company cut down turnover and reduce the use of agency workers by implementing a scheduling software technology that they had been paying for but not using for 4 years.  With another client, we were instrumental in getting the existing Performance module of their overall HCM system configured, communicated and supported internally to smooth the process not just for an annual review but for more frequent check ins for existing employees and for a 30/60/90 days review for new hires!

We would welcome the chance to talk about the ways that we can be more successful together.  Reach out to me at Morris@HRComputes.com or +1 856 982 7162.

 

Why Isn't Workplace Technology as Easy as Personal Technology?

 As human capital management digital technology consultants, we get this question a lot. There are many reasons including the very nature of organizations that are structured to share data and information across networks rather than being siloed like an individual. But some of the issues relate to HCM tech stack customizations and siloing of decision making and control. The bottom line is that the process of selecting and integrating HCM technology is complicated and the success rate is significantly higher when leveraging a partner that is familiar with not only the functional requirements but also best practices for engagement and adoption.

A recent article in the WSJ, detailed many of the issues that contribute to this complexity such as:

1. Existing corporate IT infrastructure including both hardware and software. It isn't possible to upgrade everyone every 2 years like we do personally.
2. Software customizations make both regular upgrades and future enhancements more complicated.
3. Monolithic design and legacy technology often means processing logic and user interfaces must go through a single IT system. This structure often ties an organization to a vendor and limits its ability to move to new platforms and technologies.
4. Mergers and acquisitions bring different payroll, HRIS, benefits, ATS, and other people systems that either need to be maintained, integrated, or transformed.
5. Data privacy and security are more complex for businesses and this factor becomes much more complex depending upon the countries of operation.
6. System maintenance as well as ongoing training and support are also more complex for organizations.

As HCM client side consultants, we offer HCM Tool Selection services. While some people feel that they can rely on vendors or online forums and rankings, working with an experience consultant adds impact in terms of time to value and overall ROI. While there are many great HCM vendors in the marketplace, their objective is to sell you a subscription based tool. Implementation consultants are a vital step in the process but their goal is to get your system live.  Working with HRComputes provides a more holistic client perspective allowing for an effective HCM digital transformation. We focus on the functional requirements of the organization, the current systems and processes, the organizational culture and change readiness, and the resource availability. On top of this, we have over 25 years of experience working with HCM technology vendors as well as the implementation and adoption process. Some of our best practices include:

1. Gathering the perspective of stakeholders in the needs assessment and functional requirements process.
2. Considering the employee experience and the impact of the tool selection on employees and customers.
3. Evaluating the HCM tech stack holistically including interface requirements to general ledger, benefit providers, job boards, and other integral systems.
4. Breaking down silos to ensure that access and data sharing are aligned with an organization's people strategy.
5. Reviewing organizational workflows and processes to inform key stakeholders of required changes.
6. Communicating with key stakeholders to promote adoption and utilization to maximize the impact of the HCM technology investment.
7. Collaborating with leadership to ensure senior level sponsorship support.
8. Leveraging program and project management best practices.
9. Focusing on strategic alignment and data to support people strategy with people analytics to promote data driven decision making.

Unfortunately, 70% of digital transformation fail to meet their organizational goals. Making the investment in a qualified HCM client-side consultant creates a strong foundation for HCM digital transformation success. If you need a recommendation, check out a few of our client testimonials to better understand how successful we can make your project.

People are an organizations most important asset so making an investment to maximize your people management systems is a winning approach. 

For more information on HRComputes, contact us at info@hrcomputes.com. 

Driving Justice Equity Diversity and Inclusion

 We are pleased to announce the launch of Kristina Kohl's, Managing Principal, new book, Driving Justice, Equity, Diversity and Inclusion from CRC Press. As Kristina says, "My goal with this book is to highlight the importance of environmental and social justice and to provide tools to leaders to drive deep change within their organizations and broader ecosystems." Foundational to the book is Kristina's desire to help organizational leaders move the needle driving significant improvement in the areas of access, equity, and belonging. 

Creating a culture of belonging requires realigning core systems such as talent ecosystem such as recruitment sourcing and process, onboarding, development, growth, leadership development, opportunity sharing, succession planning, performance management, and total rewards must be realigned. This realignment requires deep work in terms of reshaping norms, redefining work and teams, providing new tools, redefining competencies and skills, and reevaluating performance standards and metrics.

If you are interested in having Kristina do a book talk or book signing event for your organization, please reach out to her at Kris@HRComputes.com. Arrangements can be made for books for corporate and organizational event sales.

The following is an abstract of Driving Justice, Equity, Diversity, and Inclusion. For clients and friends wishing to purchase the book, here is a discount code for the Routledge site-FLA22.

ABSTRACT

Navigating the volatility, uncertainty, complexity, and ambiguity (VUCA) characterizing the business world in the 21st century requires a new paradigm focused on an integrated bottom line – planet, people, and profit (PPP). Global trends include resource scarcity and growing inequities in income, wealth, education, and healthcare. Stakeholders are demanding that organizations address systemic barriers to promote justice and equity within organizations and across broader social systems. Transformational change requires leadership to analyze internal and external systems through a social and environmental justice lens.

Despite a growing focus on justice, equity, diversity, and inclusion, the imbalance of power remains within our institutions, organizations, and social systems. To move the needle, leaders can turn to Driving Justice, Equity, Diversity, and Inclusion, which explains developing a North Star vision and creating a strategy to redesign organizational process and systems, as well as leveraging tools for data-driven decision-making. It presents a framework to build an inclusive organization as well as a model to engage and support senior and middle management beginning the process of capacity building and systemic change. By layering in AI and other technologies to support data-driven decision-making, the book guides leaders in navigating their organization’s journey along the maturity continuum to achieve their North Star vision of becoming a just and equitable organization. The book also helps managers to

Assess ecosystems and organizational systems that  justice, equity, diversity, and inclusion impact

Take a deeper dive into transformational and operational components to gain insights on the deep systemic realignment of the North Star vision

Identify and engage with diverse stakeholders to gain perspective and understand issues crucial for transformative change

Leverage people-centered  design to create a process promoting diversity of voices and to better align outcomes with shared organizational vision

Use data to drive decision-making and reduce bias by removing intuition from the decision-making process

Leverage the book's frameworks to drive collaborative systemic change

Adapt insights highlighted in multiple interviews with DEI practitioners

Benefit from lessons learned and best practices featured in the book's case studies

This book features a primer, which is a quick reference guide to key terms, concepts, and definitions. It helps to define justice, equity, diversity, inclusion, and other key terms, such as unconscious bias, stereotypes, and microaggressions. It also features a toolkit, which includes checklists to help managers lead organizations to realize their own North Star vision.  

People Strategy Trends 2022

 People strategy is a top priority for organizations with the many challenges facing leadership. We are experiencing unprecedented levels of employee resignations, work structures are morphing-office, hybrid, remote, skill requirements are changing, employee and candidate expectations are changing, and leaders are being required to address environmental and social justice issues. Human capital management professionals are in the middle of this transformation and they need to leverage this opportunity. 

People strategy is a top priority for organizations with many challenges facing leadership.

People strategy has taken on an increasingly crucial role in organizational performance. For a deeper dive into the these trends and issues as well as roadmap for success, models, assessments, and case studies, we recommend Kristina Kohl, Managing Principal, HRComputes new book Driving Justice Equity Diversity and Inclusion published by CRC Press and due for release on January 28, 2022. The book presents a framework to build an inclusive organization and model to engage and support senior and middle management in capacity building and systemic change. By layering in digital tools and AI to support data-based decision making, the book shows managers a pathway forward to building just and equitable organizations.

Human capital management professionals are in the middle of this transformation and they need to leverage this opportunity.

As a result, HCM digital transformations are on many leadership agendas for 2022. We have all been hearing about the talent shortage in the labor market and the swinging of the pendulum toward employees in terms of setting requirements and salaries. The total number of voluntary turnovers, or resignations, is at an all time high. Employees are requiring greater purpose and better values alignment with employers. They are seeking work/life balance and integration. As digital workplaces become the norm, degree and skills gaps develop as the skills need to perform new jobs require different capabilities, training, and competencies. Enter the "new collar" or "grey collar" workforce that represents a hybrid between blue and white collar jobs focusing on technology. While these jobs may not require a 4 year college degree, they typically require training beyond high school. Programs such as P-TECH  offer new models to bride the degree and skills gap divide. Redesigning workplaces to be equitable with cultures designed to promote belonging requires deep work in terms of redesigning organizational attitudes, beliefs, and systems including core components of recruitment, development, promotion, assignments, and compensation. 

HCM Trends:

1. Candidate and Employee Experience
2. Digital Transformation 
3. Purpose and Value
4. Diversity, Equity, Inclusion & Belonging
5. Morphing Work Structures

Morris and I are just back from UKG Connections in Las Vegas where we saw solutions to many of these trends highlighted on the UKG product roadmap. New solutions and partnerships are being developed to address many of these challenges and opportunities. Candidate experience is being enhanced through a new chatbot to guide applicants through the application process to simplify the process and reduce application drop out rate. They also have a partnership with Phenom to offer an AI driven candidate experience platform as well as an employee experience platform that promotes internal mobility and skills alignment. To further enhance employee experience, they have launched UKG Wallet to pay employees ahead of payroll without an impact on an organization's payroll. Providing access to wages in real time allows employees to avoid costly means of accessing funds for emergencies such as pay day lenders.

At UKG Connection in Las Vegas, we saw solutions to many or these trends highlighted on the UKG product roadmap.

UKG Ready and Dimensions workforce management solutions have been enhanced to provide greater scheduling flexibility for employees offering community based shift swapping to support improved work/life balance. An AI Auditor scans data and offers payroll risk insights on departments and locations  improving compliance in an increasingly complex world. In addition, UKG People Analytics is offering greater reporting capabilities around workforce management.

UKG has committed to helping clients become "Great Places to Work" through their recent GPTW acquisition. The plan is to combine the GPTW benchmarking and survey with the data insights, analytics, and best practices developed by UKG to support client achievement. Their roadmap continues to focus on building equity and inclusion and includes a corporate commitment to donate 18 cents for every person paid by UKG this year toward the fight for gender pay equity. The expected contribution is $3 million. In addition, they offer tools such as the Pay Equity Dashboard within UKGPro People analytics to provide insights on potential pay inequalities within an organization.

At HRComputes, we are here to guide your through navigating this terrain.

HCM leadership is at the center of this significant shift toward people strategy. At HRComputes, we are here to guide you through navigating this terrain including helping you to select, implement, and optimize digital transformation tools. With all of our clients, we reinforce that while tool selection is important, managing the the transformation process including ensuring leadership support, resource allocation, training, and change management are crucial to success.

Ceridian World Tour-The People Strategy Impact

 The world of human capital management and payroll digital solutions is exploding. The good news is that increased functionality that was previously the domain of the Fortune 500 is now available to middle market organizations. People are an organizations most important asset. Tools from marketplace leaders such as UKG and Ceridian offer new functionality and resources to demonstrate to your employees that they are a valuable asset to the business.

"Make Work Life Better"-Ceridian

Kris Kohl, Managing Partner, had the opportunity to attend the Ceridian World Tour in NYC this month to learn more about product enhancements and solution offerings. The Ceridian team is committed to supporting their clients' digital transformations. They are focusing on API collaborations with software partners to improve integration and functionality. Leadership's focus is on enhancing their strong showing in payroll, compliance, scheduling, and time tracking. They have been investing in their platform and have a 2022 roadmap of new product enhancements including an updated hub with key details for managers on their direct reports includingAI generated nudge recommendations. Reporting functionality is being enhanced through a collaboration with Microsoft Power BI. On demand pay through Wallet allows employees to request their pay when worked rather than waiting for pay days. The benefit to the employee is that they can access pay as needed avoiding costly pay day loans. For the employer, there is no additional funding requirement for payroll as Ceridian handles these access to pay requests. Going one step beyond Wallet, Ceridian has Streaming Pay on its roadmap making pay available when worked. Employers using Wallet have reported increased employee satisfaction and retention.

David Ossip, Chairperson and CEO of Ceridian demoing Dayforce

Position management will improve flexibility supporting greater workforce agility. Talent 2.0 is another roadmap enhancement to improve both the candidate and employee experience. Using AI, they are providing tools to better align candidates to skills based positions. For employees, the focus is on skills development and alignment for internal mobility.

HRComputes drives HCM digital transformation success.

For our Ceridian clients, we are happy to schedule a meeting to discuss the future of work. In addition to these roadmap enhancements, we offer insights on coming updates and opportunities to participate in new product testing. Most importantly, we offer insights on how the HRComputes team facilitates driving your human capital management digital transformation success.

Employees Seeking Purpose

 

 Sharing a blog post from Managing Principal, Kristina Kohl, that was published through our Becoming Sustainable group on the importance of aligning people and purpose in our organizations. Employees are seeking to work for an organization that authentically lives their values in their organizational and people strategies. Employee engagement includes value alignment around social and environmental justice. Here is the opening paragraph and a link to the full post.

People strategy is C-suite strategy because employee engagement is crucial to your organization's bottom line. In order to feel engaged, employees are seeking to align their values and their work. They want to feel purpose at work. Purpose means different things to different people. Some people are looking for social and environmental impact. Others are looking to contribute fully and to bring their full selves to work. A recent study from McKinsey & Co found that millennials are three times more likely to require purpose at work. 

Promoting People Data Driven Decisions

While many organizations have accelerated their adoption of technology to facilitate continuing operations during the pandemic, promoting data driven decisions remains an elusive goal for many leadership teams. Driving a digital transformation for strategic impact is an achievable goal with the right plans, tools, and partners. When it comes to digital transformations for people strategy, the approach requires a specialized skill set, resources, and tools to drive impact.

We define data driven decision-making as a process involving data collection, identification of patterns and trends, and extraction of information from that data. Executives and managers then utilize this information to inform decision-making as opposed to solely relying on intuition, personal experience, or observation. As evidenced by research data, decisions made using the data driven decision making model process improves business performance and reduces bias.

Data driven decisions improve organizational outcomes and reduce bias.

Research on the state of data driven decisions in organizations suggests that while information is highly valued for decision making by almost 50% of the respondents, actual usages of data driven decision making by executives is less likely. Fewer than 25% of managers and executives are using information to inform decision making today.  Most organizations have significant room for improvement and the gap between best in class organizations and other organizations is growing in the arena of data driven decision. The following chart depicts the research findings.

Source: Janoschek, “Data-Driven Decision-Making.”

The benefits of data driven decision making are clear including improved productivity, higher profitability, and reduced bias. The following highlight the benefits in greater detail:

1. Highly data-driven organizations are 3X more likely to report improvements in decision-making (HBR)

2. Improves performance and profitability -4% higher productivity and 6% higher profits (MIT)

3. Reduces biases and noise and improves verifiability of decisions

4. Enhances decentralized decisions making and improves agility and resilience

A recent HBR article highlights that the C-suite’s capacity and skills with technology and data varies widely depending upon the C-suite role. The CIO and CMOs roles report requiring the highest level of digital skills while CHROs and CFOs roles report requiring the lowest. The data indicates that CEOs technology and data skills fall somewhere in between these 2 groups. This wide variety of digital skill levels translates into a needs differential for C-suite leaders for consulting support to drive transformative change. To drive a successful digital transformation, it is crucial to consider leadership capacity differences especially in the field of people strategy. An effective plan must include time and budget for capacity building at all levels, training, and change management to promote adoption of digital transformation and create a culture for data driven decision making.

Research indicates that digital and technical skills for many in the C-suite is low highlighting the need for consulting support for digital transformations.

To ensure that your digital transformation project is a success, we suggest following these best practices:

1. Align digital transformation with Business Strategy

2. Ensure C-suite Support to create a culture for data driven decision-making

3. Develop a Digital Transformation Plan that includes needs assessment, change management, training, capacity building, process and workflow change as well as tool selection. Include diverse voices in the planning process.

4. Ensure Budget for adoption and change management which in successful transformations is over 50% of the total budget

5. Create a Tool Selection process to avoid the “shiny new toy” syndrome 

6. Develop a robust plan early in the process to Engage Leadership, Managers and Employees creating a team of ambassadors and early adopters.

7. Identify Data Sources, ensure Data Quality and include Representational Data

8. Share AI Tool Functionality  and Use of Data transparently. Identify meaningful metrics and People Analytics to measure and predict outcomes.

9. Share Information and Data Transparently and present information in Reports and Dashboards

10. Promote a Culture of Data Driven Decisions

People are organizations' most important assets. Incorporating data driven decision making into an organization’s people strategy is crucial for its long-term success. If you wish to know more about how the team at HRComputes can support your organization’s digital transformation, please contact us at info@hrcomputes.com.

HRC Drives Impact Via UKG Marketplace

At HRComputes, we are proud to be a UKG Solution Delivery Partner. Our purpose is delivering on digital solutions that transform people strategy and support vision alignment. Our consultants are UKG-certified with years of experience delivering on successful HR, Payroll, Talent, Time, People Analytics, and process automation transformations. We work for you the client bridging the gap between implementation consulting, vendor support, and internal resources. Together, we are committed to ensuring success in achieving your organization's people strategy and maximizing your ROI. 

Check out HRComputes 5 star rating on Raven Intel.

Why are vendor marketplaces important? More and more organizations are turning to SaaS application as their solution of choice. On average, organizations are using 80 SaaS applications, which represents a 5 fold increase in the past 3 years and a 10 fold increase since 2015. (Source: The 2020 State of SaaS  Ops Report by BetterCloud).  

Clients are looking for tools and solutions that integrate with their HCM solutions allowing seamless integration and ease of access for users. 

Marketplace tools include job board integrations, candidate experience platforms, internal mobility platforms, background checks, and assessment tools. They also include certified partners like HRComputes to guide and support tools selection, integration, and adoption.

Integrating tools with your human capital management (HCM) and workforce management (WFM) solutions saves time and money, reduces errors, increases automation, streamlines workflow, and improves productivity.

Checkout the blog post by UKG on the benefits to clients of the leveraging the UKG Marketplace.

HELP WANTED !!

  The top issue on CEOs minds is the challenge around finding talent. Daily headlines are announcing labor shortages, rising wages, and signing bonuses. Is the problem a lack of talent or is it an issue with how organizations recruit for talent? 

  The top issue on CEOs minds is the challenge around finding talent.

  The 20th century approach of posting to a job board and hoping is not the most productive way to recruit for talent. Today’s top talent is expecting a much more customized candidate experience (CX). 

  In order to equip recruiters with 21st century tools, consider offering a CRM based platform supported by Artificial Intelligence (AI) to enhance candidate engagement and expand your organizations talent pool. One of our partners, Phenom, offers a talent experience platform powered by AI to help candidates find the right job, employees identify opportunities to grow, recruiters develop a more robust pool of top qualified talent, and managers build their teams with members that meet skill requirements.    

Today’s top talent is expecting a much more customized candidate experience (CX). 

  From a CX perspective, candidates visiting your platform enjoy a variety of experiences including customized greetings, engaging with videos and employee stories to gain a perspective on company culture, registering for job updates, and applying for a specific job. Based on the information shared by the candidate, the engagement changes for the candidate if they are returning to the site versus a first time visitor. This includes sharing jobs that are a good fit based on candidate preferences and skill level. From a recruiter perspective, the AI Fit Index aligns applicant skills to those identified by the hiring manager providing recruiters with a list of best fit candidates. 

 Engaging with millennial and Gen Z talent requires a new technology toolkit and mindset.

  In addition, there is a passive talent pipeline created as candidates visit and partially apply to jobs so that recruiters have a pool of candidate to engage if the position is hard to fill. In effect, this allows recruiters to work with prospective candidates before they even enter the talent funnel. Using the CRM provides recruiters with a number of tools and options to engage with candidates. From an employee perspective, widely available and transparent internal mobility allows employees to identify growth opportunities and required skill sets to move toward those opportunities. 

  Engaging with millennial and Gen Z talent requires a new technology toolkit and mindset. Let us help you improve the talent experience for both candidates and employees through our expertise with talent management systems and solutions.

  For more information reach out to Kristina Kohl, Managing Principal at info@HRComputes.com.

Maximizing UKG People Analytics

 Many clients are using the People Analytics reporting tools more robustly as the demand for human capital data and analytics has increased to support business goals. If you are one of those organizations looking to get more out of your UKG People Analytics module, here are some best practices to consider. 

This article is focusing on best practices around security administration. The first point to consider is that security role limitations in UKG Core & Payroll do not necessarily transfer to People Analytics.  For example, a manager who has been restricted from viewing employee personal information may be able to access that information In UKG People Analytics unless the proper role assignment or security restriction has been selected. It is also important to know that the Security Administrator role is tied to each UKG module. So, there is a role that is UKG Pro Security Administrator for Core & P/R and a different Security Administrator role for Onboarding. The following table highlights the UKG Pro module and the Security Administrators Role Name.

Security Administrators are responsible for security roles within their module. They have the option to assign individual user or UKG Roles Pro role to a Cognos Analytics role. The latter is used if all employees assigned to a UKG Pro role require the same Cognos Analytics access. Security Administrators do not have access to the UKG Pro People Analytics tool. If the Security Administrator needs to be granted access to the tool, one of the other roles must be assigned. 

The following table is a list of security roles within Cognos Analytics and their access rights.

Access to the UKG Pro tool is limited by role. So users that need to view the information will be assigned the Consumer role. The person with the role to manage the content as well as have the ability to create dashboards, reports, access Events Studio, and add external data is the Reporting Administrator. Please note that only one role should be assigned to a user. A note of caution on assigning the Consumer role in one module and a different role in another module. The Consumer role in any module may limit a users access.

Look for our next update on content administration.

UKG Updates

 For our UKG clients, HRComputes is a sponsor at the upcoming UKG Connections 2021 Virtual Conference scheduled for April 21, 2021 and April 22, 2021. Please visit our virtual booth to say hello to Kris and Morris and learn about our ever expanding service offerings.

 Look for your UKG Spring 2021 release upgrades, they will be arriving from April 12 -June 23. Release notes will be available beginning March 31st. Release webcasts will be available beginning April 30th.

 Here are a few highlights from UKG Pro HR Administration. Please note that depending upon the upgrade, the new functionality arrives turned off or turned on. Several of these new ideas have come from you, UKG customers, as suggestions to better align UKG software with business requirements. As certified UKG Solution Delivery Partners, we are happy to schedule time with you to discuss the impact of these upgrades on your organization and to develop a plan with you for best practices around integrating functionality into your human capital digital roadmap.

Catch Kris Live on Phenom Talent Experience

 

In case you missed the live broadcast of Kristina Kohl, Managing Principal, as a guest on Phenom's Talent Experience Live LinkeIn broadcast- Walk the Walk: Driving Systemic Change with a DE&I Expert, here is a link to the recorded session.

Phenom Talent Experience Live

Looking Forward to 2021

 Many of us will not be sorry to bid adieu to 2020. It has been quite a year of adaptation and change and dare I say, growth! We have all had to learn new ways of working, communicating, managing, hiring,-the list goes on. It will be interesting to see what changes remain permanent moving into 2021 and beyond. 

From our perspective, we have seen a renewed interest in human capital technology from clients ranging from improved scheduling, hands free time clocks, to enhanced candidate and employee experience. Looking forward to 2021, many clients believe that some version of remote work is here to stay. Even the definition of remote work varies by organization. For some it means global employees or contractors who live and work anywhere around the globe. For others, it means a localized workforce that is working remotely from their homes. These examples reflect 2 different types of remote work, which require different approaches to support and maintain a strong workforce culture. Each organization has its own lens of how 2020 has permanently changed its work culture and its own view of priorities for 2021.

As you think about your 2021 human capital organizational priorities, here are some points to consider:

1. Will you expand your labor pool and hire outside of your current areas of operation?
2. Will you be using new recruitment techniques and platforms to reach new pools of candidates?
3. Will employees be allowed to work remotely even if you do not have an organizational presence in that location?
4. How might your decision impact taxes and compensation models including benefit offerings?
5. Will you support employees working remotely with a budget for home office equipment, supplies, internet, etc?
6. If you bring employees back to work, how and when will you do it? Who will be prioritized?
7. Are you looking to leverage HCM technology to support the virtual employee lifecycle: recruitment, development, retention, and exit?
8. Have you considered human capital process automation tools to support your workforce management processes?
9. Are you seeking to improve your data driven decision making to support building a more diverse workforce?
10. Are you looking to engage with employees through pulse surveys to better assess your culture of belonging?
11. How will data, metrics, and analytics be leveraged to support the organization's strategic vision?
12. Are you seeking to move the focus of your HCM function from transactional to strategic?

I think we can agree that HCM professionals have a great deal to think about going into 2021. It is a time of great change and opportunity. With the majority of the economy in the U.S. being service based, it is time for HCM professionals to demonstrate their business acumen and organizational impact. People are an organization's strategic advantage!

The good news is that we at HRComputes are here to help you through this transformation. We have over 30 years of experience ensuring that client programs and projects are a success delivering on strategic human capital goals including ROI. We partner with industry leaders such as UKG and Phenom to deliver these solutions to our clients ensuring that they have the digital tools to support their organization's vision for 2021 and beyond. 

Best wishes to clients, colleagues, partners, and friends for a Healthy and Happy New Year!

HCM Partner Technology Updates

At HRComputes we partner with some great vendors to better understand the leading edge of HR Technology.  We stay independent yet up to date on some great products and companies.

Here's the latest from two great vendors!

Phenom

Phenom has just announced its integration with Microsoft Teams increasing productivity and enhancing user experience. Many organizations leverage Teams for collaboration and to drive productivity; so, most employees are frequent users. Integrating the Phenom app into Teams allows employees to access the features of Phenom without having to separately access the Phenom platform. Features like identifying new job opportunities, recommending friends and colleagues for jobs, and collaborating with hiring managers.

From a hiring manager perspective, it is a great way to receive and review candidate information, approve candidates for the interview process, and even set up video interviews via Teams with candidates.

More information is available at  https://tinyurl.com/y3m8yp4p

UKG

 Onboarding has a new feature that provides a visual marker when a candidate is a rehire. A notification tag is displayed in the New Hires list view when a new hire is potentially a previously terminated employee. Additional details regarding eligibility for rehire and previous employment are found in the new hire’s information record.

 The functionality works for both U.S./ Canada and Global clients. This new feature is a great tool to help HR departments avoid mistakes when new hires are really "rehires".

At HRComputes, we help make HR Technology work for HR instead of the other way around! 

HRComputes is a UKG Partner Reviewed by Raven Intel

HRComputes is proud to be a  UKG partner reviewed in the Raven Intel partner report on UKG released this month. Understanding the strengths and weaknesses of an organization's partner ecosystem is crucial to the success of your project. While implementation partners are crucial to getting your software tool configured and launched, so are Solution Delivery Partners (SDP). As an SDP, HRComputes provides client side implementation guidance and support to ensure that your organizations project is a success. With over 70% of digital transformations considered failures, it is vital to invest in project management, change management, training and adoption to ensure that your organization realizes the projected ROI for this digital transformation project.

Highlights from the report are:

Ultimate Software (UKG) is rapidly growing its partner ecosystem to implement and provide ongoing services and software extensions to its customers. Similar to the model that other Enterprise HCM Software vendors (SAP SuccessFactors, Workday, Oracle) employ,UKG is increasingly using partners for a their system implementations and services work. 

UKG's services partner ecosystem of approximately 50 partners is primarily comprised of independent consulting firms versus Global Service Providers (e.g. "Big 5".) Their average partner has 25 full-time consultants or less and has been a partner for over 5 years. 

Service Partner Strengths

Implementations are typically less expensive and take less time than Enterprise Cloud HCM vendor peers(Workday, SAP SuccessFactors, Oracle HCM). Projects are more likely to be delivered on-time / on-budget. Partner resources are highly-specialized HR consultants who have worked with the Ultimate Software product for several years and/or have previous experience as a customer and HR practitioner

Raven Questions for customers:

• Did the project succeed?
• What was the team like? 
• Was the team consistent throughout the project?
• Was the project delivered on-time? 
• Was the project within budget?
• Was the project scoped properly?

Digging into the client experience is crucial for evaluating consulting partners.

HRComputes is pleased part of the Raven Intel customer review process with a 5/5 rating for client excellence.  For more details please visit HRComputes profile page on Raven Intel.

A complete copy of the report is available from Raven Intel or directly from Kristina Kohl, managing Principal, Kris@HRcomputes.com. 

HRComputes and Phenom Announce Partnership to Drive Successful Talent Experience Management Adoption

 MOORESTOWN, N.J., Sept. 22, 2020 -- HRComputes, a leading human capital management digital transformation consultancy, announced a partnership with Phenom, an HR technology company and global leader in Talent Experience Management (TXM). Through this alignment, customers can efficiently deploy the Phenom AI-driven platform across their business.

HRComputes places customers on the fast track to Phenom TXM mastery by shortening the learning curve in change management, technology adoption and data analysis. This empowers organizations to recruit best-fit candidates and develop existing employees faster. 

“We are thrilled to join forces with Phenom, whose innovative technology enables stronger talent management and acquisition solutions,” said Kristina Kohl, managing principal at HRComputes. “With over 20 years of experience in HR Tech—combined with our expertise in the Phenom platform—we can help customers truly realize the return on their investment.”

When not reinforced with the right AI technology, talent acquisition and management processes can be time-consuming. The Phenom TXM platform—a single platform that eliminates the need for multiple HR tools—reduces time-to-hire and cost-per-hire, while improving talent quality and productivity for candidates, recruiters, employees and management with the Career Site, Chatbot, CRM, CMS, SMS and Email Campaigns, University Recruiting, Internal Mobility, Career Pathing, Diversity & Inclusion, Gigs, Referrals and Analytics.

“HRComputes’ intimate knowledge of HR and their clients consistently translates to long-lasting value,” said Saumil Gandhi, vice president of strategic alliances at Phenom. “We recognized that the Phenom platform would further enhance their services, while allowing our users to capitalize on our software faster. We’re excited to see our collaboration with HRComputes elevate the experience for current and future customers.”

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About HRComputes

HRComputes is a leading human capital management-consulting firm providing exceptional experience in the selection, implementation, synchronization, and optimization of human capital systems for enterprise level organizations. With over 25 years of experience, we provide expertise in strategy, technology, project management, change management, talent acquisition and development, and human capital functionality. Our clients include Fortune 500 companies, mid-size public companies, and not for profits  from the pharmaceutical, banking, manufacturing, telecommunication, entertainment, education, healthcare, and professional services industries. Our holistic view of the talent experience from candidate to retiree uniquely qualifies us to guide your team through strategy, execution, adoption, and success.

Our expertise is with enterprise level organizations with 2,500 or more employees. We have delivered solutions globally including NCSA, AP, and EU. We are an Ultimate Kronos Group Solution Delivery Partner and are based in the Mid-Atlantic region. For more information, please visit https://www.hrcomputes.com/. Connect with HRComputes on LinkedIn, Twitter, Facebook .

About Phenom

Phenom is a global HR technology company with a purpose to help a billion people find the right job. With an expertise in building AI-powered, scalable solutions, Phenom Talent Experience Management (TXM) personalizes and automates the talent journey for candidates, recruiters, employees and management with the Career Site, Chatbot, CRM, CMS, SMS and Email Campaigns, University Recruiting, Internal Mobility, Career Pathing, Diversity & Inclusion, Gigs, Referrals and Analytics. As a result, employers improve their talent acquisition and talent management efforts by helping candidates and employees find the right job, recruiters identify and engage the right talent, and management optimize HR strategy, process and spend. Phenom was ranked among the fastest-growing technology companies in the 2019 Deloitte Technology Fast 500.

Headquartered in Philadelphia, Phenom has offices in Canada, India, Israel, the Netherlands and the United Kingdom with over 500 employees. More than 300 global employers rely on the Phenom TXM platform to bring recruiting velocity and create an end-to-end talent experience.

For more information, please visit www.phenom.com. Connect with Phenom on LinkedIn, Twitter, Facebook, YouTube and Instagram.

HRComputes Newsletter

 

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Fall 2020 Newsletter   Dear <<First Name>>, We hope you and your families are well and are readjusting to back to school! In this edition, we focus on building workforce agility, driving impact with your diversity, equity and inclusion programs, and the impact of the UK Group rebranding on clients. Checkout what Morris and Kris have been up to as well. We welcome comments and feedback from all of you. Best wishes! Kris and Morris Building Workforce Agility   As we operate in our volatile, uncertain, complex, and ambiguous world, one of the top issues for leadership is creating an agile workforce in order to react quickly to changing marketplace requirements and to build organizational resilience. Given the massive change that we have all experienced this past year, we need new tools in order to better respond to these challenges. At HRComputes, we are helping Chief People Officers rethink how they engage, manage, and support their essential and remote workers. We are supporting clients by facilitating conversation around pandemic challenges and sharing best practices, and leveraging our people and technology expertise to meet compliance requirements, keep employees safe, and to check on their wellbeing.   One of the newest tools in the HRComputes Toolkit, is our partnership with Phenom. Their Talent Experience Management (TXM) platform connects interactions throughout the talent lifecycle creating a personalized experience for candidates and employees. Candidates find the right jobs, recruiters improve productivity and impact, employees identify internal opportunities, and management receives valuable information.   As the world reopens, our clients need to hire quickly and cost effectively to resume their growth trajectory and meet their revenue targets. In order to achieve these goals, people leaders need to leverage new tools and resources that allow them to adapt to virtual recruiting and other new recruiting strategies. Working in conjunction with our partner, Phenom, we can help deliver solutions as you develop a revised recruitment playbook to meet increased hiring velocity and virtual recruiting.   Please let us know if we can provide guidance and support during these unprecedented times. If you would like to discuss our services to support  your recruitment strategy through technology and human capital expertise, please reach out to Kristina Kohl, Managing Principal, at Kris@hrcomputes.com or 856-982-7163. Morris Yankell, Chief Technologist, Morris@hrcomputes.com or 856-982-7162. Moving Beyond the Diversity Conversation to Drive Systemic Change   We have all read or heard the corporate statements in support of Black Lives Matter. We have participated and/or seen the protests. As a nation, we have been here before. How can we deliver a different outcome this time? Working in the field of Diversity, Equity and Inclusion, I am all too familiar with organizations taking a "check the box" approach to DEI. Many companies provide annual sexual harassment and diversity training. Check! Moving on. Driving organizational systemic change requires a much deeper dive and takes significant time and resources. I recommend the following approach: 1.    Assess your current culture, policies, processes, and outcomes. 2.    Leverage your human capital management systems to dive deep into your data to really understand how your organization hires, retains, and promotes diverse talent. 3.    Make a Board and C-suite commitment to change and provide tools, resources, and time to achieve these goals.  4.    Engage experts to facilitate developing and implementing a DEI project plan. A recent WSJ article highlights the need to conduct a comprehensive audit of your operations, recruitment, investments, and suppliers. This assessment begins the process of shining a spotlight on how your organization is impacting BIPOC through its daily activities. The talent pipeline is another area for significant improvement. Using our human capital system expertise, we help organizations better understand their recruitment strategy and how that impacts the diversity of the talent pool. Drilling into your HCM data provides details on talent at each level of your organization by hierarchy, function, and senior management.  Leadership development and competencies are another area to peel back the layers. How are candidates selected for leadership development? Is it meritocracy? What does meritocracy mean if certain people are given the big projects and high profile clients and others are not? Are you practicing allyship and sponsorship or are you still using a mentorship model? We are happy to have a discussion about your DEI strategy. If we can be of help, please reach out to Kristina Kohl at Kris@HRComputes.com.   Where in the World…is Morris? Morris has been working to strengthen a Return on Investment model for improving candidate relationship management and employer brand.   As HR professionals, we intuitively understand the costs of recruiting, interviewing, scheduling, background testing, etc. but we do not often quantify these costs to justify change.  When we add in existing employee overtime, employee burnout, manager and senior manager interview time and more, these numbers can be eye opening.  Multiplying these numbers by the number of candidates and the number of new hires compounds the financial cost and the case for change.  We can help you project the savings and develop the plan to use existing technology and systems to make improvement fast.  We can work with you to articulate the numbers in a way that will resonate with your Financial partners.  And we can recommend, select and implement new tools with you to make the change now and for tomorrow.  Reach out to schedule time to save money and make an impact. Where in the World…is Kris? Kristina has joined the Wharton Club of New Jersey as a Board Member and officer. She is serving as the EVP for the club in charge of marketing, social media, and technology. If you are located in New Jersey, you may wish to consider joining The Wharton Club of New Jersey. We have many interesting events and speakers. Join Kristina as she presents Perspective for Post COVID-19 Leadership for The Great IT Pro at 11:00am ET on 10/8/20. Highlights will include: o    Discuss how the health of our planet affects the health of our businesses and lives.  o    Describe the Sustainable Development Goals as a lens for adapting business strategy to benefit the planet, people and profits o    Discuss the 10 Step Roadmap to driving environmental, social, and governance change within your organization o    Share case studies offering opportunities and solutions What is Happening in HCM Technology? We are pleased to share that our partners, Ultimate Software and Kronos Incorporated have announced plans to rebrand the company as UKG (Ultimate Kronos Group), effective October 1, 2020. Their union has created an HCM technology powerhouse that Ieverages their strong reputations, award winning cultures, and outstanding leadership. The UKG vision is to continue their commitment to employee, candidate, and employer experience through their award winning and best in class solutions. We firmly believe that UKG is well positioned to leverage its combined strength to offer market leading solutions and support for enterprise clients.   Propelled by its new tagline, “Our purpose is people,” and building on 70 years of combined experience from two leaders in HR and workforce management solutions, the new UKG name builds on the strength and innovation of Ultimate Software and Kronos as well as signals a singular, shared focus on inspiring workforces and businesses around the world.   At HRComputes, we remain committed to guiding clients through their digital transformation selection and implementation processes in order for them to maximize their ROI on their human capital technology investment.  Our Solution Delivery services ensure that your transformation or optimization is a success.   For full details of the rebranding strategy, here is the press release. Follow on Linkedin    Follow on Facebook    Twitter  HRComputes www.hrcomputes.com Kristina Kohl, MBA, PMP  Managing Principal kris@hrcomputes.com Morris Yankell  Chief Technologist morris@hrcomputes.com Copyright © 2020, HRCOMPUTES, All rights reserved.   unsubscribe from this list    update subscription preferences

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HRComputes Continues to Provide Solution Delivery Services for the New Ultimate Kronos Group-UKG

 We are pleased to share that our partners, Ultimate Software and Kronos Incorporated have announced plans to rebrand the company as UKG (Ultimate Kronos Group), effective October 1, 2020. 

“Propelled by its new tagline, “Our purpose is people,” and building on 70 years of combined experience from two leaders in HR and workforce management solutions, the new UKG name builds on the strength and innovation of Ultimate Software and Kronos as well as signals a singular, shared focus on inspiring workforces and businesses around the world.”

 

The UKG Vision is to continue their commitment employee, candidate, and employer experience through their award winning and best in class solutions.

 

At HRComputes, we remain committed to guiding clients through their digital transformation selection and implementation processes in order for them to maximize their ROI on their human capital technology investment.  Our Solution Delivery services ensure that your transformation or optimization is a success.

 

For full details of the rebranding strategy, here is the press release.

 

 

 

 

 

What is the Secret Sauce for Competitive Advantage?

 

It is your organizations People! In today’s rapidly changing and volatile environment, leadership needs to unleash their organization's unique people assets to deliver strategic advantage. Your employees’ knowledge, skills, and delivery of customer focused products and services is your secret sauce. The key to unleashing this power is working with your human capital professionals and leveraging technology to effectively align your people talent strategy with your organization’s needs.

Leveraging technology fills the pipeline with qualified candidates to meet pressing business needs driving organizational agility.

 

 

It begins with attracting a diverse talent pool with a variety of skills to meet global marketplace challenges. Talent technology platforms such as Phenom deliver an integrated solution leveraging artificial intelligence to deliver personalized job recommendations based on candidate search behavior and a variety of other factors to improve the Candidate Experience-CX. This customized approach builds belonging and engagement early in the candidate lifecycle. From the perspective of recruiting diverse candidates, the AI delivered search results reduce unconscious bias inherent in a human based recruitment process. The platform speeds delivery of qualified candidates to meet even the most difficult to fill positions.Leveraging technology fills the pipeline with qualified candidates to meet pressing business needs driving organizational agility.

 

For employees, an Employee Experience platform provides tools to promote workforce agility to quickly redeploy talent to growth areas and new projects. The platform opens up the search for talent across the organization allowing employees to view cross functional opportunities and to apply for the internal assignment. Opportunities can be Gig assignments, short terms projects, lateral moves, or positions leading to new rungs on the career ladder. Leveraging technology to communicate opportunities across the organization facilitates a culture of transparency and belonging.

 

Promoting internal mobility facilitates learning and development for your employees. Rather than only a select few employees being given stretch opportunities for growth, use of a technology platform opens up opportunities to all eligible employees. By communicating opportunities, required skills, and learning paths, organizations begin to create a more level playing field. As a result, employees feel as if they have career development options promoting engagement and employee retention.

 

Effectively selecting and implementing human capital management digital solutions gives human capital professionals tools to deliver on an agile workforce which is key to business strategy success.

If you would like to further discuss driving competitive advantage through human capital technology, please reach out to Kris@HRcomputes.