2. Today’s Agenda
• Overview
– The HR technology industry. What’s hot and what’s not?
Who’s “winning” with technology and why?
• Desired Outcomes
– Operational & Strategic
• Technology’s Role
– What is it exactly and how does it work?
• Return on Investment
– Show me the money!
• Q&A
4. Human Capital Technology
• $140 billion +
• Current trends
– Cloud-based and mobile solutions development
– Social tools and self-service incorporating rapidly
– Integrated platforms expanding (internally/externally,
vertically/laterally)
– Analytics are more easily accessed
– Target markets emerging
• State of acquisition
– SAP, SuccessFactors
– Oracle, Taleo
– SalesForce.com, Rypple
– Cornerstone Ondemand, Sonar6
5. Utilization
• Who’s using human capital technology?
– Companies of all sizes and industries
– Process and quality-oriented organizations
– Pay-for-performance organizations
– Existing HCT subscribers
• What’s working?
– Phased implementations
– Managed change throughout implementation
– Holistic incorporation
– Consistency
• What isn’t working?
– Technology as the sole solution
– Unilateral implementation
– Data silos
– Too much technology
6. Operational Outcomes
“Begin with the end in mind”
• Increased operational
efficiency
• Strengthened compliance
• Reduced costs
• Increased revenues
• Third-party influencers
7. Strategic Outcomes
Ask yourself these critical questions…
• How will technology help me hire the best
people?
• How will technology help translate individual
performance into organizational performance?
• How can technology help employees perform
their jobs better tomorrow than they do today?
• How can technology help my team spend more
time GROWING the business?
12. G&A Sample Solution Set
• Technology Solutions:
– Applicant Tracking System
– Onboarding System
– Time & Labor Management System
– Performance Management System
– *Learning Management System
– *Benefits Management System
– >>HRIS
13. Applicant Tracking (ATS)
• Automates and standardizes the
sourcing, recruiting, assessment, and
hiring processes.
• Capabilities
• Create, manage, and store job
requisitions
• Distribute internal and external
job postings
• Perform detailed candidate
searches
• Customize job applications
• Assign candidate questions and
ranking
• Manage interview scheduling
• Conduct candidate assessments • Run custom reports
15. Onboarding
• Automates new hire data capture,
form management, and
communications
• Capabilities
• Web accessible • Capture E-signature
• Manage Form W-4 and I-9 • Send automated notifications
• Real-time data validation • Customize form workflows
• File forms digitally and securely • Leverage systems integration
21. ROI factors to consider…
• Applicant Tracking
– Reduced labor costs, expenses, and process leaks
– Improved quality of hire
– Reduced time-to-fill
– Reduced turnover
• Onboarding
– Improved first impressions = reduced 90-day turnover
– Reduced paper, printing, and mailing expenses
– Less data entry and opportunity for manual error
• Time & Attendance
– Reduced labor expense relating to time collection, calculation,
and payroll preparation
– Eliminated time card fraud / time theft
– Reduced unauthorized overtime expense
– Eliminated PTO policy abuse
22. PM ROI
• Goal alignment
• High potentials /
succession
• Employee
engagement
• Employment
decision support
23. Summary
• HR technologies are providing practical
solutions to modern workforce issues.
• Small and mid-sized companies are
increasingly utilizing technology to
improve their bottom line and maximize
workforce productivity.
• Technology selection and implementation
best-practices are keys to success.
• Significant ROI’s are being achieved.
26. Thank You
G&A Partners is a Houston-based HR and administrative
services company that manages human resources, benefits,
payroll, accounting and risk management for growing
businesses. G&A maintains offices in Houston, Dallas, San
Antonio, Austin, College Station, Corpus Christi, Arizona and
Utah. For more information about the company, visit
www.gnapartners.com or call 713.784.1181
Please send questions to info@gnapartners.com