HCM Research Agenda in 2020 · 2020-01-20 · Digital Technology for Human Capital Management...

Ventana Research HCM Research in 2020

Setting the annual expertise and topic agenda

@ventanaresearch In/ventanaresearchblog.ventanaresearch.com

Steve GoldbergVP and Research Director, HCM

© 2020 Ventana Research

https://twitter.com/VentanaResearch

https://www.linkedin.com/company/38266

http://blog.ventanaresearch.com/

Confidentiality Statement

The materials in this presentation are copyrighted property of

Ventana Research. Any use of the materials beyond the

intended purpose of providing information about Ventana

Research is strictly prohibited. This presentation and any part

of its content may not be redistributed to anyone except the

intended audience and organizations use to understand or

evaluate Ventana Research.


The Strategic Value of Ventana Research

Value:

• We help you discover and guide your unique potential in the business you serve to improve your efforts from our experience.

• Working with our firm in business processes you can elevate your performance through our objective and educational approach.

• Embrace our expertise to help you realize your full potential across entire organization.

Markets

Organization Products

ResearchExperienceExpertise

Excellence. Independence. Innovation. Reliability. Research. Teamwork.


Mission: We pride ourselves on delivering uniquely

insightful independent research and services through a

tailored, trusted and empathic client experience.

Our Client Commitment: The Ventana eXperience


Ventana Research Expertise Research Agenda

Our Research Agenda and expertise in critical business and technology topics is driven by our analysts’ experience and expertise of business requirements and our knowledge of technology vendors and products.

Through our primary and secondary market research methods, we are able to provide insights and best practices to line of business and IT, and across vertical industries that will help any organization reach its maximum potential.


Ventana Research Expertise Areas

Our business areas of expertise help organizations examine how to innovate and transform their processes and enable their people to effectively execute.

Analytics

MarketingHuman Capital Management

Digital Technology

Data Customer Experience

SalesOperations and

Supply ChainOffice of Finance

Expertise Areas


Digital Technology Unifies Business Experience


Digital Technology Innovation and Transformation

Digital Technology helps organizations innovate and transform business and IT processes to improve efficiency and effectiveness.

Analytics and Data

Internet of ThingsConversational

ComputingCollaborative Computing

Artificial Intelligence Blockchain

eXtended Reality (XR)Robotic AutomationMobile

Computing


Digital Technology for Human Capital Management

Analytics• Predicting flight risk, compliance risks, job fit to predicting org readiness, optimal teams

• Embracing investigation and storytelling with HCM insights.

• Predictive analytics in HCM forces a focus more on data quality and digital competencies.

Artificial Intelligence• Powers personalization, predictive HCM, prescriptive guidance, sentiment analysis.

• Sentiment analysis broadly applied to work experience to better understand behaviors.

• AI-infused bots understand underlying intentions, curate and personalize experiences.

Blockchain• Certifying candidate backgrounds including claims about previous achievements.

• Tracking “employee value indicators”; i.e., actual/potential sources of employee value.

• Compiling a better understanding of why goals not met, why candidates opt-out, etc.


Digital Technology for Human Capital Management

Collaboration for Business• Digital tech force more integrated planning and execution between HR and Finance.

• Real-time, integrated workforce planning, hiring and compensation tied to business results.

• HCM systems embrace cross-functional analytics, process configurations, status alerts.

Internet of Things • IoT used to signal when learning interventions are needed; e.g., procedures not followed.

• Non-HCM systems / equipment with “HCM inside” to detect fatigue and performance.

• Combination of IoT and predictive models optimize work schedules and assignments.

EXtended Reality (XR)• XR lets candidates experientially and realistically assess jobs, culture, work environment.

• Immersive learning experiences enable “in context” learning for greater, sustained effect.

• XR in on-boarding takes new employee closer to company’s impact on customers’ lives.


Candidate Engagement Learning ManagementEmployee Experience

Total Compensation &Rewards Management

Workforce ManagementContinuous Payroll

Human Capital Management Expertise

Human Capital Management provides organizations the ability to engage their workforce with the applications, processes and programs to optimize

the employee experience, value creation and organizational agility.


HCM Suites

Overview• HCM Suites provide the applications and platform that can

meet the needs of organizations of any size and enable a common employee experience through a unified set ofprocesses and workflow in an automated and continuous manner.

Direction• HCM Suites simplify the management of technology and vendors to manage the workforce.

• Work experiences are enriched through use of applications that are unified to the workers.

• HCM Suites now are available to manage and support any type of worker and their needs.

Market Research• Benchmark Research: HCM Suites (Q1 Launch)

• Value Index: HCM Suites (Q1 Launch)


Candidate Engagement

Overview• Candidate Engagement addresses the tight labor market

and the increasing demand for digital-age skills by personalizing and providing value in candidate interactions.

Direction• Machine learning can identify and engage top talent to communicate value of their efforts.

• Candidate experiences are enriched through effective collaboration and communication.

• Recruiting science now relevant in all aspects of talent acquisition life cycle to onboarding.

Market Research• Dynamic Insights: Candidate Engagement (Continuous)


Continuous Payroll

Overview• Continuous Payroll refers to the new era of on-demand

payroll, made possible by the elimination of all labor-intensive, error-prone payroll tasks with digital technologies that enhance the employee experience.

Direction• Chatbots can answer the high volume of routine questions that burden payroll functions.

• Smart systems can aggregate, validate and self-correct payroll operations and errors.

• Global payroll operations and delivery models can provide a unified view of employee costs.

Market Research• Value Index: Continuous Payroll (Continuous)• Benchmark Research: Continuous Payroll (Continuous)


Employee Experience

Overview• Organizations must deliver a superior employee experience

and truly understand individual, team and environmental performance & impediments for competitive advantage.

Direction• Predict, highlight and optimize moments that matter for employee and the enterprise.

• Employees and employers better understand the value they derive from each other.

• Understand linkages between experience and the productivity and profitability of workforce.

Market Research• Dynamic Insights: Employee Experience (Continuous)


Learning Management

Overview• Learning management is a continuous process of ensuring

the workforce has the best experience in developing the skills, competencies and resources they need to maximize their productivity and impact.

Direction• On-demand learning evolves with micro learning when the situation initiates learning.

• Curation of most relevant and impactful learning resources are essential for engagement.

• Personalized learning experiences apply to the medium, pace, gamification of content.

Market Research• Value Index: Learning Management (Q1 Release)

• Benchmark Research: Learning Management (Continuous)


Total Compensation & Rewards

Overview• Total Compensation and Rewards Management focuses

processes, information and technologies on an integratedapproach to compensating, incenting and rewarding the workforce in a personalized manner.

Direction• Emphasis on rewards that maximize cost/outcome ratios, including non-monetary ones.

• Technology-enabled rewards trade-offs within self-directed, personalized compensation.

• Effective compensation planning can enable pool funding and allocations by talent segment.

Market Research• Value Index: Total Compensation Management (Q1 Release)

• Benchmark Research: Total Compensation Management (Q1 Launch)


Workforce Management

Overview• Workforce management is the broad range of activities used

to manage non-exempt workers in the context of time andattendance, forecasting and scheduling, time off and paying employees through payroll.

Direction• Workforce forecasting gets more dynamic and more accurate with AI-infused systems.

• Scheduling optimization factors-in employee retention, career goals, team composition.

• Digital virtual agents can enable functions like leave requests to be completed in minutes.

Market Research• Value Index: Workforce Management (Continuous)

• Benchmark Research: Workforce Management (Continuous)


Technology Areas of Focus for HCM Practice

Candidate Engagement• Engaging Passive Candidates

• Predicting Job / Culture / Team Fit

• Personalized Recruitment Marketing

Employee Experience• Career Pathing / Career Management

• Mentoring a Fixture

• Employee Well Being

Learning Management• Micro, On-Demand Learning

• Gamification and Virtual Reality

• Personalized Learning

Total Compensation & Rewards Mgt• Employee-Directed Rewards Mix

• Budgeting, Planning and Modeling

• Assessing ROI on All Rewards

Continuous Payroll• Efficient Data Collection/ Aggregation / Validation

• Predicting / Preparing for Transaction Volumes

• Advances in Global Payroll Management

Workforce Management • More Data Points in Labor Forecasting

• Scheduling Considers Employee Interests

• Auto-Correcting of Time Entries


Our Strategic Differentiator: Market Research


Market Research for HCM

Benchmark Research• HCM Suite (Q1 Launch)

• Workforce Management (Continuous)

• Learning Management (Continuous)

• Continuous Payroll (Continuous)

Dynamic Insights• Employee Experience (Continuous)

• Candidate Engagement (Continuous)

Value Index• HCM Suite (Q1 Launch)

• Workforce Management (Q3 Launch)

• Learning Management (Q1 Release)

• Continuous Payroll (Q1 Release)

• Total Compensation (Q1 Release)


Technology Buyers

• Advisory and Research Services• Benchmark Assessment • Educational Workshops• Market Consultation Service• Research Reports• Technology Assessments• Vendor Selection Guidance

Technology Providers

• Advisory and Research Service• Benchmark Research Services• Digital Content Services• Market Consultation Service• Research Reports• Speaking Services• Strategic Consulting

Our Services for Buyers and Providers Can Help


Mark Smith - Chief Research Officer

@marksmithVR

Passion: A digital technology native and enthusiast who loves the art and science of research for educating technology buyers and suppliers.

Expertise: A founder and head of research, Mark is responsible for the overall business and research direction of the firm and specializes in all aspects of Customer Experience across marketing, sales and service.

Experience: With 30 years of experience and 20 years being a technology analyst, with a decade of work in technology industry as CMO and in product marketing and alliances at companies like Oracle, SAP and IRI Software.

Research: His research covers the full range of enterprise software and business technology innovations including: AI & ML, analytics, big data, cloud computing, collaboration, conversational computing, eXtended Reality, IoT, and mobile technology.

Background: Mark was rated the 2011 software industry analyst of the year by The Institute of Industry Analyst Relations (IIAR). Ranked as one of the top ten technology influencers in 2012 by Human Resources Executive magazine.


https://twitter.com/marksmithvr

Passion: Game-changing HCM capabilities enabling a superior employee experience, improved productivity and/or greater organizational agility.

Expertise: 30-year career on all sides of HCM process and technology, from strategy and deployment to advisory; and covering HRMS, Talent Management Suites, Workforce Management and Best-of-Breed categories.

Experience: HR practitioner and leadership roles in U.S. and Europe at UBS/Swiss Bank Corporation and Huizenga Holdings across recruiting, compensation, rewards, learning, payroll and performance. HCM product strategy head at PeopleSoft and HCM research analyst at firms like Bersin.

Research: Focus on all HCM related processes and applications including candidate engagement, continuous payroll, employee experience, learning management, total rewards management and workforce management.

Background: MBA in Human Resource Management from University of Buffalo School of Management and a BBA in Industrial Psychology from The City University of New York.

Steve Goldberg - VP & Research Director

@sgoldbergVR


https://twitter.com/dmenningervr

https://twitter.com/sgoldbergvr


Alan Kay – SVP of Research Management

Responsibility: Alan manages the development, publication and syndication of the company’s research projects and other analytic and advisory materials. Alan is a veteran business journalist, newspaper and magazine editor and publication consultant who has written in and directed coverage of many of the areas addressed in Ventana’s research agendas..

Background: He served as executive editor of Corporate Computing and editor of Knowledge Management, and his writing has appeared in BusinessWeek, CIO, Forbes, Fortune, InformationWeek, the Washington Post, Wired, and more. Alan attended Brooklyn College of the City University of New York and Princeton and Yale universities.

@alankayVR

https://twitter.com/alankayvr


Katie Prince – Research Program Manager

Responsibility: Katie is responsible for ensuring the effective operations of research programs and editing written content to ensure its maximum value to the firm.

Background: Katie is an experienced writer and editor who worked as an English professor, a television producer and a newspaper reporter before joining Ventana Research in 2017. She has a BA from St. John’s College and an MFA from NC State University, and has won two Emmys for her investigative reporting and writing.

@KatiePrinceVR

https://twitter.com/KatiePrinceVR


Ryan Swagerty – Director of Content Services

Responsibility: Ryan is the Director of Content Services at Ventana Research. He is responsible for the guidance of production of content deliverables to ensure that they reflect Ventana Research standards while satisfying client needs and ensuring client satisfaction.

Background: Prior to joining Ventana Research, Ryan worked as professional writer and marketing consultant, Director of Operations for the Business Analytics Collaborative, Manager at TM Financial Forensics, and as a Senior Consultant for Navigant Consulting, working with clients on content creation and marketing strategy. Ryan has a B.S. in Business Management from the University of Southern California.

@RyanSwagVR

https://twitter.com/RyanSwagVR

Questions?

Twitter

@ventanaresearch


LinkedIn

http://www.linkedin.com/company/ventana-research

Analyst Perspectives

http://blog.ventanaresearch.com

Electronic Mail

[email protected]

[email protected]

https://www.twitter.com/ventanaresearch

http://www.linkedin.com/company/ventana-research


mailto:[email protected]

mailto:[email protected]

Ventana Research HCM Research in 2020

Setting the annual expertise and topic agenda

@ventanaresearch In/ventanaresearchblog.ventanaresearch.com

Steve GoldbergVP and Research Director, HCM


https://twitter.com/VentanaResearch

https://www.linkedin.com/company/38266


HCM Research Agenda in 2020 · 2020-01-20 · Digital Technology for Human Capital Management...

Documents

Transcript of HCM Research Agenda in 2020 · 2020-01-20 · Digital Technology for Human Capital Management...