...Plan to increase spending on HR tech in 2020 to address pressing talent needs and reduce the workforce risks associated with low digital maturity

Business leaders say they're focusing on:

Talent Acquisition Tools

0%

Employee Experience

0%

Recruiting

0%

Intelligent automation

0%

Companies with low digital maturity in HCM systems suffer higher employee turnover and higher recruitment costs, all else being equal.

In what other business process is a 50% failure rate OK?

And how are you going to solve this challenge as the workforce becomes more diverse, demanding, and complex?

The HCM Maturity Model

HCM TECH 1.0

  • No strategy for/central ownership of HR tech
  • No or limited Software-as-a-Service (SaaS)
  • No or limited Manager Self-Service (MSS) & Employee Self-Service (ESS)
  • Unoptimised processes; not employee-centric
  • Basic reporting only

HCM TECH 2.0

  • HR technology not well aligned to organisational objectives
  • Partial SaaS or hybrid models
  • Some MSS and ESS, but gaps in user experience (UX)
  • Mix of manual and automated processes

HCM TECH 3.0

  • HR technology well aligned to the organisation's broader objectives
  • HCM SaaS solution, with some emerging technologies applied
  • Direct MSS and ESS, with solid adoption and UX
  • Automation of core processes only
  • Enterprise-wide reporting and analytics capabilities

HCM TECH 4.0

  • HR technology actively helping drive the organisation's objectives
  • Full SaaS & advanced use of emerging technologies (e.g. automation, AI)
  • MSS & ESS with full adoption, strong UX and use of emerging channels (e.g. chatbots)
  • Processes fully automated, harmonised & optimised
  • Fully integrated intelligence platform for strategic business insights

How managers see their HCM maturity

⬤ Excellent (39%)   ⬤ Good (33%)   ⬤ Average (19%)   ⬤ Poor (9%)

You scored:

Check your HCM system maturity with this quick test

Give your system's performance a star rating in each of these five categories:

1= Poor; 2= Inadequate; 3= Average; 4= Good; 5= Excellent.

User
Experience.

  • Native mobile apps
  • Full employee self- service (ESS)/manager self-service (MSS)
  • Integrated employee benefits experience
  • Consumer-friendly UX

Role-specific Functionality.

  • Payroll
  • People Mgmt/Core HR Admin
  • Workforce Mgmt/T&A
  • Talent Mgmt/Recruitment & Onboarding
  • Benefits & Rewards administration

Compliance & Security.

  • In-country payroll & employment regulations
  • GDPR & data privacy regulations
  • Enterprise-grade security standards
  • Audit ready
  • Automation to support compliance & security

Technology/ Infrastructure.

  • SaaS/Cloud-based
  • Use of process automation & AI
  • Ease of integration/ interaction with third- party applications
  • Ease of cross-platform data sharing

Data Analytics
& BI.

  • Cross-product intelligence platform (common data model)
  • Advanced analytics & BI for strategic insights for a non- technical user
  • Automation for a wide variety of reporting/metric tracking needs
  • Real-time data capabilities
Or contact us here

Poor; Inadequate; Average; Good; Excellent

If your score is less than 25, Change the wind

How do you feel about the following insights from your industry?

Area 1: Data

Operational cost drivers

Ernst & Young reports a cost of £3.50 for every point of manual HR data entered into a system.

On average, HR teams spend more than two full working days per month creating reports.

37% of HR and IT decision makers said that developing business insights is one of their top HR technology focuses for the next two years.

The drive to integrate all systems has eroded the control, quantity & quality of how HR now handles data. Consider the 70-20-10 rule:

70% of integrations with other business systems should provide actionable data related to the daily actions of employees.

20% of integrations must focus on interpersonal interactions of employees with customers.

10% of integrations should bring numbers related to formal training and empirical employee performance.

Area 2: Employee Experience

HCM technology must meet the needs of the modern employee.

The use of technology in the workplace has a huge impact on employee experience and wellbeing.

of employees have quit their job over a poor payroll experience

of organisations agree that employee wellbeing is a factor driving organisational performance

of organisations identified employee wellbeing as an important or very important priority for their success

of organisations are using technology to support wellbeing by promoting more connectivity and collaboration

Area 3: Resilience

Cloud, automation, and data technologies provide HCM resilience in a post- pandemic business environment

But business uncertainty is making ROI on technology and services even more essential. There is a gulf between expected value and actual value achieved with many HCM tech projects:

We want to hear from you!

If you want to learn more about how we can support your HCM digital transformation, or to book your free HCM system health check, why not get in touch?

Thank you.

tellmemore@zellis.comwww.zellis.com