Organizations have a great opportunity to gain intelligent insights about the internal and external business ecosystem by carefully selecting the right HR technology and analytics platform
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Key organizational questions
Following are the key guiding questions while choosing a technology & analytics service
provider
Credibility
What are the qualifications of the service provider’s business analysts?
Are there major players in our industry who are clients of the service provider?
Implementation Time
What is the typical implementation time mentioned by the service provider in the RFP?
Are the development time , testing and debugging time mentioned in the RFP?
Service Level Credibility
Does the service provider have a reliable technical support facility?
Does the SLA clearly enlist the clauses for the number of clauses of maintenance?
Communication
Is there consistency in the communication of the service provider across channels?
Are there any discrepancies in the services offered & promised during proposal as compared to the
SLA?
Consultation
Does the provider sell one standardized product or is willing to make modifications to the product?
Do the service provider’s analysts provide consultative guidance?
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“The challenge of HR executives will be to maintain a balance between
technology and human resources to ensure that the ‘human element’ is
not taken out of Human Resources.”
Key Trends in HR Technology
Leveraging social media – Organizations are exploring means to leverage
the information about their workforce on social networking sites
HR on cloud – The cloud model opens up a plethora of opportunities for
small & medium size enterprises with minimal investments and greater
flexibility
Workforce analytics – This has become increasingly dynamic and has rich
features that can create tailor made retention, succession planning &
performance plans using predictive modeling
Transparent organization – While date privacy may still be a concern, the
pros of a transparent organization still outweigh the cons by a huge margin
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“While technology and platform need to be considered, right choice is one
which is aligned to the company culture and the critical success factors
which drive business growth.”
Key Trends in HR Technology
Analytics – Technology advancements (Big Data, in-memory computing,
natural language processing to name a few) have made it possible to
visualize data
Wave 2 – From systems which typically covered only the employee
database and IR, we see a significant drive to integrate the entire talent
management framework
Cloud – Adoption of cloud based systems is driven by pay-as-you-use
model, scalability and agility. Affordable technology can integrate HR
systems on the internet with applications like Learning Management
System hosted on the cloud
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How can the cost effectiveness and efficiency of HR delivery be improved
from mundane tasks like payroll, leave management to complex
challenges like driving succession planning?
Key factors to be considered are:
Automate the entire employee lifecycle on a common platform with user-
friendly, functionally ‘deep’ applications.
Drive employee engagement and productivity via HR portals. Leading
portals provide a single launching point into various corporate systems
and automate work to the greatest extent possible.
Remember that when determining which HR systems to use, technology is
the LEAST important consideration.
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“According to HRO, in US, 83% of best-in-class organizations
indicate that they use ATS, and 59% of the top performing
groups integrate their background screening solution at least
partially with their ATS.”
Hiring the most qualified applicants is critical to the success of any
business. With the number of ‘me too equally qualified’ candidates in good
numbers, it becomes all the more important to ensure that a step like
background screening does not become a speed bump in the hiring
process.
Integrating background screening with technology reduces turnaround time
and improves the process by reducing time and cost to hire.
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“A big benefit of the online delivery model is the shrinkage of
time, effort and cost without much loss of information
fidelity.”
Emerging trends in HR technology
Video resumes – Some companies have taken advantage of the rapid
strides in communication technology & have encouraged candidates to file
their video resumes for recruiters to get a feel of the person beyond the
standard text based resume
Automated voice/video screening – All one has to do is to tell the system
who they want to screen and what questions they would like to ask. Once
the candidates complete the phone/video screens, you can access and
share the recordings of the screens at your convenience.
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“There are more than 2 million firms in India and less than 2000 firms have
opted for any sensible HR software; there is immense opportunity for HR
technology service providers in India.”
Automation for greater efficiency
With increase in salaries over the last one year, organizations are faced with
the challenge of doing more with less people.
While only 10% of the staff may use sales CRM/ERP/Accounting software,
HR software can be used by all the employees thereby benefitting the
business phenomenally.
Doing away with paper based HR transactions is not only cost effective but
also reduces carbon footprint and saves more than 20 minutes of employee
time per day, thus giving a great ROI.
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“Over the last decade, technology has transformed the way
skills are measured, analyzed or even improved in
organizations for prospective and current employees.”
Recent innovations in HR technology
Customizable assessment platform
Hands-on assessments/Never question types
Automatic invigilation/Proctoring
Actionable analytics
Concurrency
Adaptive testing
Innovations in psychometric assessments
Based on its current maturity, the assessment industry is more like what
the telecom industry was in the 90s; however owing to innovations it is
poised to see massive adoption and growth in the near future.
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Other solutions
Towers Watson is a leading global professional
Consulting solutions range from strategy
Contact details services company that offers solutions in the
development to highly advanced workforce
areas of employee benefits, talent management,
planning and optimization.
Subeer Bakshi rewards, risk and capital management.
• Developing and defining a human capital
Director – Talent & Rewards
strategy and its architecture.
Towers Watson India Buyers profile
• Designing, implementing and delivering
Tel: (080) 40453366 Conglomerates and Indian firms with operations
a total rewards and talent management solution.
subeer.bakshi@towerswatson.com in multiple countries.
• Leveraging technology to achieve effective
ongoing delivery.
Service locations
Bangalore, Delhi, Kolkata and Mumbai, plus
Key differentiators
24/7 global support.
Towers Watson has the most comprehensive
research in the industry on HR service delivery
Overview of solutions provided
trends and technology. For decades, we have
HR and talent management technology, backed
provided leading edge HR technology consulting
by the world’s leading HR consultancy.
and systems to clients worldwide. We bring
exceptional, configurable solutions and
Talent|REWARDsoftware suite is used for:
unsurpassed client service, delivered by domain
experts who partner with you to drive results.
Performance management
Career development
Pricing
Learning management
Monthly usage fee (typically 36-60 month
Succession planning
contract), plus set-up fee.
Job leveling
Market analysis
Testimonial/Referrals
Compensation design
• For Talent|REWARD: Nearly four million
Compensation planning
employee records at 400 companies worldwide.
Recruiting
• For HR Portals: Used by leading global
enterprises in the Americas, Europe, and Asia.
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Pearson TalentLens is a world leader in Key differentiators
Contact details developing assessments for recruitment,
selection and development of the 21st century 1) A global leader in assessments and the
Saurabh Singh workplace. Powered by 8 decades of science, world’s largest assessment service provider
National Head TalentLens assessments are scientifically in terms of volume of assessment.
Pearson TalentLens proven to enhance an organizations’ selection 2) Niche expertise in leadership development,
Tel: 080 4215 3439 and development decisions and identify talent using an objective, scientific and one of the few
saurabh.singh@pearson.com ready for the next economy. assessments in the world to measure critical
info@talentlens.in thinking – the Watson-Glaser Critical Thinking
www.talentlens.in Buyers profile Appraisal.
HR heads, recruitment heads, operation 3) Owners of India’s most widely used
heads/training and development, automated tests of communication skills
heads/placement team in institutes. – Versant Tests.
4) Highly standardized and scientific
Overview of services assessments with a high assessment score –
1. Automated communication skills assessment job performance correlation.
for recruitment, training needs analysis, 5) A focused range of fundamental, scientific
measuring training effectiveness and resourcing. and research-based assessments across the
entire gamut of workplace competencies -
2. Critical thinking abilities assessment for communication skills, ability and personality–
selection, development and promotion of high across entry, mid and senior level of
potential employees and leadership development. management and across all industries.
3. Personality assessments to measure jobfit, Pricing
culture-fit, motivational-fit of a potential recruit, Volume-based per license pricing, custom
engage employees and behavioral development built based on requirements of the assignment
of existing employees.
4. Assessment and development center.
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Profile of client Other solutions
Contact details MNC, Indian conglomerates, large Indian groups.
Apart from leadership development programs,
Sundara Rajan Buyers profile People Metrics also undertakes, on turn-key
sundara@people-metrics.net Managing Director, Chief Executive Officer, CXO basis, the following services
Yogesh Misra : - Competency mapping, organization structure
yogesh@people-metrics.net Service Locations & design, performance management systems,
Vaibhav Date Mumbai, New Delhi, Bangalore, Pune team building, succession planning, strategic
vaibhav@people-metrics.net talent management, creating a learning
Overview of leadership solutions organization, employee engagement surveys
and diversity surveys.
People Metrics is a leading consulting firm with a
unique model, integrating organization’s HR Key differentiators
framework and governance tools with people
assessment, development, and coaching. People People Metrics provides holistic talent
Metrics approaches the challenges in creating development solutions encompassing
and nurturing leaders, using strategic talent assessments to training and coaching - as a
management approach, which helps to focus one-stop solution provider. People Metrics has a
energies and budgets where the maximum strong and incisive approach to identify potential
impact will be felt. leaders of tomorrow and development through
practical solutions from industry veterans.
For nearly a decade, People Metrics has
partnered more than 100 clients across India, Engagement model
South East Asia, Middle East and Africa by
accelerating the human capability development Complete solutions over 12 -24 months span.
and helping organizations achieve sustainable
growth and improve their bottom-line with focus
on creating engaged and performance driven
workforce.
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13. For Further Information
Kindly Contact
+91 (124) 4148102
info@peoplematters.in
www.peoplematters.in
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