HRM: Strategies to Cut Costs and Reduce Risk

1© KRONOS INCORPORATED October 28, 2013© KRONOS INCORPORATED October 28, 2013

Human Capital ManagementStrategies to Cut Costs and Reduce Risk

Rachel LyubovitzkySt. Global Product Manager. Workforce Ready

2© KRONOS INCORPORATED October 28, 2013

Introduction

Rachel Lyubovitzky

• Senior Global Product Manager, Workforce Ready, Kronos

• Co-Contributor to Workforce Asset Management Book of Knowledge

• Worked in Human Capital Management (HCM) space for 7 years

http://www.linkedin.com/in/rlyubovitzky

@rlyubovitzky


Presentation Logistics

• Find a copy of the presentation in the attachments

• Crowd wisdom!

• Ask questions!

• Rank the presentation

• Enjoy!


Employees

RECRUITING

TRAINING

HIRINGMOTIVATION

TRACKING

OFF-BOARDING

PERFORMANCE

MANAGING


HCM Is Not Easy!

• Growing Complexity– Internally: size, demographics, skill sets, and geographic

distribution

– Externally: labor laws, compliance, audits, healthcare

• Tight Resources

– Competition with sales, marketing, R&D, production

• Economy

– Understaffing, low morale, poor performance


Turbulent HCM Waters

• Costs

– The actual cost of an employee is twice their salary1 and growing.

– The impact of each bad hire can cost a company on average $50,0002

• Lost Opportunity

– Waiting for the “right” candidate to come by, time spent providing specialized training, letting go a “wrong” hire,

– $9,400 to replace $8 / hour employee, a nurse: $40,000; IT: $125,000 / vacancy3

• Liability − Keeping on top of evolving regulatory compliance

− Employment litigation & dispute resolution up 400%4


Cloud HCM

While the core HCM activities have remained unchanged, technologies had evolved to streamline & automate them:

HCM

• Wide range of business processes supported

• Lower cost of ownership

• Does not compete with company IT resources

• Globally available to meet the new working paradigms

• Updates immediately available to all users


Crowd Wisdom!

How fast is HCM market growing

a. 2-5%

b. 12-15%

c. 50-55%


HR Management Activities Spectrum

RECRUITING

TRAINING

HIRINGMOTIVATION

TRACKING

OFF-BOARDING

PERFORMANCE

MANAGING


Hiring

IT Manager HR Manager

IT: I need an engineer!

HR: When?

IT (3 days later): ASAP!

HR (3 days later): Can you give me a job

description?

IT (5 days later): Here it is!

HR (5 days later): I had some fires to put out,

I’ll get right to it.

IT (10 days later): Lead engineer just had a

nervous breakdown and left, can you also find

a lead engineer ASAP.

HR (3 days later): Can you give me a job

description?


Hiring: Recruitment

• Automated Job Requisitioning– Improved communications and approval workflows between the

hiring managers and HR

– Stored job requisition information and prior hiring history

• Facilitated Application Processing

– Automated follow-up reminders and notifications

– Insight into the interviewing state of each applicant

– Prior application history

• Analytics

– Current status of hiring efforts

– Past hiring trends, turnover stats

– Budgeting and forecasting


Hiring: Evaluation

• Automate Applicant Assessment– Administer applicant qualification tests and store results

– Capture, collect, and share feedback from each interview

– Terminate interviewing process based on the test results and feedback from managers

– Automated workflows to secure releases to run background checks and personality tests for qualified candidates

• Benefits

– Streamlined hiring process where due diligence is followed and yet the applicant is able to get to the finish line quickly

– Consistent and fair treatment of every applicant


Hiring: On-boarding

• Convert applicant into a new hire while preserving the application information for the future reference

• Automated on-boarding checklists ensure consistency, compliance and accountability– Mandatory form completion, sign-off and timely filing

– Compliance processes such as E-Verify

– Work asset requisition and distribution such as office supplies, computer, telephone, vehicle, id, etc.

– Access to the resources appropriate for the job


Management

• Training

• Time keeping and scheduling

• Performance management

• Succession planning

• Engagement


Management: Training

• Conduct online training and store results including any licenses and certifications

• Provide reminders about mandatory updates and re-training/re-certification

• Offer ability to expand professional skills • Provide insights to HR and management team

pertaining to the overall skillset of the team and any skill gaps


Management: Time Tracking & Scheduling

• Track time worked and absence across projects, departments and activities

• Offer self-service ability for employees to request time off or overtime and get approval

• Schedule employees based on skills, preferences, and required coverage

• Track trends with pay period reporting and analytics

• Communicate information to payroll to ensure accurate and timely payment


Management: Performance Tracking

• Establish individual and team goals and track success against measurable targets, team performance, and the overall company vision and mission

• Provide insights into performance across the company to enable fast response to mitigate poor performance and engage to ensure exceptional results

• Offer guidance of the ROI following training and engagement opportunities

• Career planning to motivate continued growth & development


Infrastructure

• Self-service functionality on every level of the organization takes the burden off the HR department by allowing each employee to manage their own demographic updates, benefits enrollment, time off requests, training updates and other info

• Convenient access to secure document storage for the company forms, policies and handbooks

• Access to 3rd party employment laws to ensure that HR recommendations are in line with the latest regulations

• Keeping the team together with social components such as birthday reminders and event notifications


Closing

• According to IDC, in 2012 all segments of the human capital management (HCM) applications market grew 12.3%

• What drives HCM adoption? – Organizations are able to provide their HR with better tools to

enable faster growth with greater operating efficiencies and lower costs and the focus on compliance

– Mobile solutions further expand the spectrum of supported activities


Q & A


Resources

1. http://blog.intuit.com/employees/how-much-does-an-employee-really-cost/

2. http://www.jobscience.com/company/real-cost-bad-hire/

3. http://smallbusiness.chron.com/average-cost-train-new-employee-44072.html

4. http://www.dol.gov/_sec/media/reports/dunlop/section4.htm

HRM: Strategies to Cut Costs and Reduce Risk

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