Bersin - Dr. Katherine Jones
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Transcript of Bersin - Dr. Katherine Jones
Copyright © 2011 Bersin & Associates. All rights reserved.
Changes in the HRIS Landscape:
Talent Management Systems
2011
Dr. Katherine JonesDirector, Human Capital ManagementBersin & Associates
Copyright © 2011 Bersin & Associates. All rights reserved.Page 2
About Us Who We Are
• Bersin & Associates empowers HR and learning organizations to drive bottom line impact through world class research and consulting
Practices• Human Resources• Leadership Development
- Succession Management• Learning & Development• Talent Acquisition• Talent Management
- Performance Management- Workforce Planning
Services• WhatWorks® Membership• Research-based consulting services• IMPACT: The industry’s premiere conference
on the Business of Talent• Bersin Basics
Human Resources
Leadership Development
Learning & Development
Talent Acquisition
Talent Management
Copyright © 2011 Bersin & Associates. All rights reserved.Page 3
Learning &Development
TalentManagement
LeadershipDevelopment
TalentAcquisition
HumanResources
Research and ToolsFrameworks, Maturity Models, High Impact® Research Programs, Factbooks®
Scorecards, checklists, forms, RFP’s, selection guides, case studies, solution provider library
Advisory ServicesAsk the Experts®, Business Impact Workshops
Analyst Advisory Calls
Networking and Professional DevelopmentMember Roundtables, Peer Connection®,
IMPACT Conference, Bersin Lexicon®, Analyst Blogs
Consulting ServicesStrategy Development, Executive Alignment, Benchmarking,
Systems Selection and Roadmap, Measurement Strategy and Programs
Mem
ber
Suc
cess
Pro
gram
Copyright © 2011 Bersin & Associates. All rights reserved.Page 4
Agenda
• The Workforce, the Workplace and HR
Evolution
• Social, mobile, collaborative
Top Trends in Technology
• Getting to Integrated Talent Management
The Challenges for HR
• Market Share and Customer Response
The Talent Management Market
Copyright © 2011 Bersin & Associates. All rights reserved.Page 5
EvolutionThe Workforce, the Workplace and HR
Copyright © 2011 Bersin & Associates. All rights reserved.Page 6
The Evolution of the WorkplaceBlending the Line between Contractor, Employee, Manager, Leader, Alumni
Employee
Mentor
Peer
Partner
CandidateCustomer
Manager
Work Team
Contractor
Executives
Line Leader
Alumni
Copyright © 2011 Bersin & Associates. All rights reserved.Page 7
The New Workforce and New Workplace“The Borderless Workplace”
Employee
Mentor
Peer
Partner
CandidateCustomer
W O R K P L A C E
Interconnected
Dynamic
Performance-driven
New Leadership
More Specialized
Virtual
W O R K F O R C E
Multi-Generational
Global
Interconnected
Mobile
Transient
New Models for Career
Manager
Copyright © 2011 Bersin & Associates. All rights reserved.Page 8
Recruiting, L&D, Org Design
Total Rewards
Service Center, COE
HR Business Partner
Serve the Workforce & Automate
Administration
Payroll
Regulation
Back-Office Function
Compliance
HR Evolution: Technologies
Personnel Development
MA
RK
ET
G
RO
WT
H
- A
DO
PT
IO
N
Strategic HR
Integrated Talent
Management
Business-Driven HR
P R O G R E S S I O N O V E R T I M E
Management Succession
Leadership & Coaching
Integrated Processes & Systems
Talent Management
Enable Decisions & Management
Differentiate & Segment Talent
Plan for the Future
Globalize the Workforce & HR
Integrate with the Business
Drive the Business StrategyPlan for the Future
Copyright © 2011 Bersin & Associates. All rights reserved.Page 9
Benefits & Compensation
HiringRecruiting E-Learning Performance
TalentIntegrated TM
SolutionsPeople Mgmt
Systems
HR Evolution: FunctionsM
AR
KE
T
GR
OW
TH
-
AD
OP
TI
ON
2 0 0 0 2 0 1 2P R O G R E S S I O N O V E R T I M E
Compensation
HRIS
Benefits Administration
Applicant Tracking
Recruiting Sourcing
Learning Management
Competency Management
Succession Management
Performance Management
Integrated Talent Mgmt
Next Gen Recruiting
Workforce Planning
Total Rewards
Analytics
Mobile
Collaborative
Social
Copyright © 2011 Bersin & Associates. All rights reserved.Page 10
HR Evolution: TechnologiesM
AR
KE
T
GR
OW
TH
-
AD
OP
TI
ON
P R O G R E S S I O N O V E R T I M E
Recruiting, L&D, Org Design
Total Rewards
Service Center, COE
HR Business Partner
Serve the Workforce & Automate
Administration
Payroll
Regulation
Back-Office Function
Compliance
Personnel Development
Strategic HR
Integrated Talent
Management
Business-Driven HR
Management Succession
Leadership & Coaching
Integrated Processes & Systems
Talent Management
Enable Decisions & Management
Differentiate & Segment Talent
Plan for the Future
Globalize the Workforce & HR
Integrate with the Business
Drive the Business StrategyPlan for the Future
Back Office on-premise ERP
Rebirth of Silo-ed Applications
Dawn of Business-Driven, Integrated
SaaS Solutions
Copyright © 2011 Bersin & Associates. All rights reserved.Page 11
What This EvolutionLooks Like to Consumers
Copyright © 2011 Bersin & Associates. All rights reserved.Page 12
Complex HR/TM Requirements
HRMS
Benefits
Payroll
Comp
Performance Management Succession
Mobile Access
Social Collaboration
Workforce Management
Recruiting Onboarding
Learning Management
Workforce Planning
Copyright © 2011 Bersin & Associates. All rights reserved.Page 13
Confusing HR/TM Technology Landscape
HRMS
Benefits
Payroll
Comp
Performance Management Succession
Mobile Access
Social Collaboration
Workforce Management
Recruiting Onboarding
Learning Management
Workforce Planning
Every TM Provider Today
All HRMS, ERP Providers
Copyright © 2011 Bersin & Associates. All rights reserved.Page 14
Technology Trends
Copyright © 2011 Bersin & Associates. All rights reserved.Page 15
Technology Trends
BIG DATAMOBILE HR
SOCIAL NETWORKING IN HR
VIRTUAL TEAMS
Copyright © 2011 Bersin & Associates. All rights reserved.Page 16
Technology Trends
Mobile Collaboration
Social Performance Management
Big Data Analytics
Global Clouds
Growth by Acquisition
Trends in Talent Management
Employee
Content Standards Authoring Tools Content System(s) Publishing Tools Information Architecture
Community Management Sharing Guidelines Cultural Reinforcement Rewards and Feedback Monitoring and Standards
Social EVERYWHERESocial
Networking
Collaboration
Mobile Device Access
Virtual Teams
Why fight it:We all have one
Phone, tablet proliferation JIT sales, employee information HR transaction execution
Sourcing Recruiting Performance Management Recognition
• Global time zones• Increased managerial time• “Results-only Work Environment”
Copyright © 2011 Bersin & Associates. All rights reserved.Page 17
Technology Trends
Mobile Collaboration
Social Performance Management
Big Data Analytics
Global Clouds
Growth by Acquisition
Social Technology in HR/TM
Employee
Copyright © 2011 Bersin & Associates. All rights reserved.Page 18
Technology Trends
Mobile Collaboration
Social Performance Management
Big Data Analytics
Global Clouds
Growth by Acquisition
Mobile Technology in HR/TM
Employee
Copyright © 2011 Bersin & Associates. All rights reserved.Page 19
Technology Trends
Mobile Collaboration
Social Performance Management
Big Data Analytics
Global Clouds
Growth by Acquisition
Job Candidate
Gamification in HR/TM
Copyright © 2011 Bersin & Associates. All rights reserved.Page 20
“Meshing” – Surge of Reference Networks
Copyright © 2011 Bersin & Associates. All rights reserved.Page 21
Technology Trends
Mobile Collaboration
Social Performance Management
Big Data Analytics
Global Clouds
Growth by Acquisition
HR Professional
All with Easier, Intuitive Interfaces
Copyright © 2011 Bersin & Associates. All rights reserved.Page 22
The Integrated Profile as the ESR
Promotionor
transfer
Candidateassessment
Leadershipassessment
Developmentplanning
Performanceappraisal
Careerplan
Compreview
Copyright © 2011 Bersin & Associates. All rights reserved.Page 23
Talent Acquisition
Career Management
Succession Management
LeadershipDevelopment
Learning and Capability
Development
HR Systems and Metrics
Total Rewards
CompetencyManagement
Performance Management
Hiring and Onboarding
Copyright © 2011 Bersin & Associates. All rights reserved.Page 24
Typical HR/TM Technology Maturity Curve
New Market(early adopters)
Growing Market
(early majority)
Mature Market
(late majority) Re-emerging market
(late adopters)
Re-inventing
market (laggards)
Strategic Workforce and Talent Planning
Career and Succession Management
The Talent Management Suite
Compensation Management (Line Manager)
Talent Acquisition
Learning Management
Compensation Management (Specialist)
Performance Management
IntegratedAnalytics
Alerts
ScenarioPlanning
DynamicDevelopment
Planning
OpenProfile
Management
PoolingSegmentation
HRMSIntegration
OpenData
Integration
VisualPerformance
Analysis
TwitteringFeedback
InternalSocial
networking
InformalSocial
Learning
Tools forJob
Seekers
Video andSocial
Recruiting
Next GenRecruitmentManagement
A 7-year cycle
Copyright © 2011 Bersin & Associates. All rights reserved.Page 25
The Challenges for HR
Copyright © 2011 Bersin & Associates. All rights reserved.Page 26
Technology Trends
Mobile Collaboration
Social Performance Management
Big Data Analytics
Global Clouds
Growth by Acquisition
Challenges
HR Executives
Content Standards Authoring Tools Content System(s) Publishing Tools Information Architecture
Community Management Sharing Guidelines Cultural Reinforcement Rewards and Feedback Monitoring and Standards
M&A
MarketConsolidation
Application Integration
TalentPipeline
Silo-ed Apps
Skill Shortage, not People
Education levels dropping Specialized skills lacking Go where the talent is
Suppliers disappear Support issues abound Vendors in turmoil
• Expensive to support• Error-prone• Analytics impossible
Copyright © 2011 Bersin & Associates. All rights reserved.Page 27
Major Acquisitions by Talent Management Providers
Approva‘11
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The Need for Integrated Talent Management
Slow response to changing business needs
Disconnected and Cumbersome
Not responsive to employee demands
Administratively intensive
Enterprise-wide metrics impossible to attain
Learning & D
evelopment
Recruiting – A
pplicant Tracking
Perform
ance Managem
ent
Leadership Developm
ent
Succession P
lanning
Workforce P
lanning
Talent Management Stovepipes
Com
pensation - Benefits
Onboarding
Copyright © 2011 Bersin & Associates. All rights reserved.Page 29
Copyright © 2010 Bersin & Associates. All rights reserved. Page 13
Are you willing to sacrifice functionality to standardize on one vendor?
Integration Becoming a Top Priority1/3 of HR Technology Users Are Willing to Sacrifice Some Features for Integration
Figure 42
Source: Talent Management Systems 2010, Bersin & Associates, 2009.
33%
21%
46% Yes
No
Not Sure
Copyright © 2011 Bersin & Associates. All rights reserved.Page 30
Top Ten High-Impact Talent Practices Pigh-Impact Talent PracticesPractice Impact Talent Area
1 Coaching: formal or well established coaching programs for employees.
48% Performance Management
2 Consolidating staffing requirements across the organization
42% Sourcing & Recruiting
3 Ability of current workforce planning process to identify current and future talent gaps
38% Workforce Planning
4 Competencies maintained through annual maintenance process
34% Competency Management
5 Staffing metrics: measuring time to hire, cost to hire, and quality of hire
33% Sourcing & Recruiting
6 Cascading goals: aligning goals to manager or corporate goals
33% Performance Management
7 Development planning: creating consistent development plans across the organization
33% Performance Management
8 Establishing goals: establishing clear and measurable goals for all employees organization
32% Performance Management
9 Job functional competencies well established and used throughout the organization
32% Competency Management
10 Competencies used in recruiting process for assessment and interviewing
32% Competency Management
Copyright © 2011 Bersin & Associates. All rights reserved.Page 31
Significant Talent Gaps Expected by 2020 and BeyondIn countries with no talent shortage trend, employability is the challenge
■Dec. 2010
© 2011 World Economic Forum: Global Talent Risk – Seven Responses, World Economic Forum & Boston Consulting Group
Copyright © 2011 Bersin & Associates. All rights reserved.Page 32
The Talent Market
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Growth Rate by Application Segment and Factors in Growth
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TM Strategies Immature
*Numbers may not total 100% due to rounding. Source: Bersin & Associates, 2011.
Copyright © 2011 Bersin & Associates. All rights reserved.Page 35
What Users Tell Us System integration now the #1
priority on the minds of HR systems buyers
33% of buyers are willing to sacrifice functional features for a more integrated single-vendor solution (2X 2009)
60% of buyers would prefer a single vendor solution rather than an integrated partnership
Only 14% of buyers would consider their legacy ERP provider as their potential end-to-end talent management platform
Fewer than 1/3 of all businesses have a complete “talent management” strategy yet
Positive Factors- Integration- Consolidation- Fewer Vendors- SaaS- Flexible Applications- Innovation
Negative Factors- Legacy Solutions - Standalone solutions- Small vendors- Unfocused products
Copyright © 2011 Bersin & Associates. All rights reserved.Page 36
The Customer Experience with TM Software
Overall, respondents are only somewhat satisfied with their talent management software in meeting their talent objectives.
58 percent found that their use of the talent management application was helpful in improving their quality of hire.
53.8 percent thought their talent management software failed to help them create a performance-driven culture in their organizations.
Leveraging the customer community was important for overall customer satisfaction.
The Customer Experience: Using Talent Management Technology 2011, in press.
Copyright © 2011 Bersin & Associates. All rights reserved.Page 37
Overall Satisfaction with Talent Management Solutions
Satisfaction
Product Quality
Implementation
Service
Business Partnership
0.00 0.50 1.00 1.50 2.00 2.50 3.00 3.50 4.00 4.50 5.00
3.32
3.50
3.50
3.60
3.47
Copyright © 2011 Bersin & Associates. All rights reserved.Page 38
New technologieschange the nature
of work
Users want integrated solutions
Market for TM youngbut growing
In Conclusion
Copyright © 2011 Bersin & Associates. All rights reserved.Page 39
TM as the new ‘ERP’: Integrated
Employee RP
Big Data-derived analytics drive
predictive intelligence
The Future
The Social, Collaborative
Blended Global Workforce
Copyright © 2011 Bersin & Associates. All rights reserved.Page 40
More Resources
www.bersin.com
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Bersin & Associates TM Tools
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Bersin & Associates Library
For more Talent Management Information: www.bersin.com
Copyright © 2011 Bersin & Associates. All rights reserved.Page 43
BersinBasics®Fundamentals of Modern Talent Management for Business ProfessionalsPowered by Bersin Research
An integrated set of easy-to-use online training, tools and selected research designed for business and HR professionals, based on Bersin proven research
Delivered in a next generation learning environment which is dynamic, fun, and social
Designed to teach the modern fundamentals of talent management to professionals at all levels
Copyright © 2011 Bersin & Associates. All rights reserved.Page 44
BersinBasicsExample: Layout of Module
Narrated slides,
animations, and
activities
Background Information Comments, Tracking,
and Points
User notes, comments, and social
information t o share
Related research and tools,
customizable with your content
Copyright © 2011 Bersin & Associates. All rights reserved.Page 45
Questions and Answers
Dr. Katherine JonesPrincipal Analyst &
Director, Human Capital [email protected]