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6/22/2015 1© Copyright Fosway Group Limited. All Rights Reserved.
Integrating the HR Landscape
Data, processes & business outcomes on the Cloud
David Wilson, CEO / david.wilson@fosway.com / @dwil23

The HR and Learning Systems Landscape
Connecting Data : Maximising the
Learning as a Hub
Integrated Strategies and Outcomes

Next Gen
Learning
OUR CONTEXT
Leading independent European Industry Analyst
- Founded 1996
- Researching and tracking major developments and innovation
in Next Gen HR, Talent & Learning
- Focusing on major corporate organisations HQ in UK/Europe
Unique insights from EMEA corporate research
- 1:1 research, corporate roundtables
- Independent vendor profiling
- Deep research/analysis
- Independent client advice
Next Gen
HR
Innovation
Technology

THE SYSTEMS LANDSCAPE
HR AND LEARNING

67% have
Partially Standardised
HR Systems,
less than 20% have
Very Standardised
HR Systems across their
organisation
There is a significant need /
opportunity to consolidate
HR Data, Systems & Suites
A FRAGMENTED LANDSCAPE – EMEA REALITIES
Source: Fosway research with HR Tech Europe, 2014

A FRAGMENTED LANDSCAPE - FUNCTIONALLY
Historically silo’d & fragmented
- Organisationally
- Processes
- Systems investment
- Partners/Supplier choices
Separation between
Transactional HR
and Transformational Talent

SUITES vs BEST OF BREED
The assumption of a single HR Suite to manage all HR,
Learning and Talent processes is not the dominant reality
for companies today
- Multiple Core HR Systems including HR System of Record, Payroll, Absence Management
etc.
Separate best of breed systems for managing Learning,
Performance and Recruiting
- Connected to other specialist applications in each context
- E.g. Learning – Assessment tools, content delivery, authoring, virtual classroom etc.
- E.g. Recruiting – job boards, LinkedIn, social tools, ATS, video interviewing, assessment etc.

THE RISE OF THE CLOUD
All major Learning and Talent Management Vendors now
lead with Cloud based solutions
- Estimated to be 75% plus of
new business globally
Pure play Learning & Talent
Cloud vendors are growing
fastest at 40-60% per annum
Significant market consolidation
“The Cloud will have a significant
impact on the Learning and Talent
Systems market, and is a relevant
and viable option for Enterprise
customers as well as the Mid-Tier
market.”
Software-as-a-Service:
Impact on Learning & Talent Systems
Fosway Insights, December 2008

Cloud/SaaS Force Field Analysis
The pressures for deciding On-Premise or Cloud implementations
The
Tipping
Point Barriers
•Security
•Data Protection
•Scalability and Performance
•Integration with On-Premise
Apps
•Controlling Upgrades
•Inability to Customise
Benefits
•IT Costs & Economies of Scale
•Lower Overheads
•Faster Innovation
•Community of Interest
•Customer Satisfaction
Drivers
Pressures For Cloud/SaaS
Obstacles
Pressures Against Cloud/SaaS
LEARNING AND TALENT IN THE CLOUD

WHAT & WHY?
CONNECTING PEOPLE DATA

MANY APPLICATIONS : MANY INTEGRATIONS
Core HR and Transactional Systems
Intranet portals and security management systems
Learning applications and e-learning content
Talent management applications such as performance
management, or recruitment systems
E-mail and Calendar
Workforce and Business applications

6/22/2015 12© Copyright Fosway Group Limited. All Rights Reserved.© Copyright Fosway Group Limited. All Rights Reserved.
Work Systems & Line of Business Data
PEOPLE DATA : WHAT LIVES WHERE
6/22/2015 12
Core HR
•Employee ID
•Work Location
•Home Address
•Grade
•Manager
•Salary
•Time & Attendance
•Benefits
•…
LMS
•Training History
•Learning Plan & Progress
•Certifications
•Competencies
•Course Completions
•Assessments
•Retakes
•…
Performance &
Succession
•Goals
•Performance
•Successors
•Risk of Flight
•…
Recruiting
•Open positions
•Applicants
•Job Descriptions
•Positional Approvals
•Interviews
•Assessments
•…

KEY INTERFACES / MULTIPLE ECOSYSTEMS
Learning Applications
Talent Systems
Transactional Systems
- Core HR
- Finance
Portals / Security / SSO
Line of Business /Work Systems
Personal Productivity Applications

6/22/2015 14© Copyright Fosway Group Limited. All Rights Reserved.© Copyright Fosway Group Limited. All Rights Reserved. 14
LMS INTEGRATION
Global
Mobility
CPD/CPE
Calendar
Global
People
Survey
ESSENTIAL
POTENTIAL
EmailApps
Document
Mgmt
Knowledge
Mgmt
Social
Networking
HR
Enterprise
Search
Portal
HR
Finance
CRM
Skills &
Competency
Mgmt
Recruit
Alumini
Systems
On-
Boarding /
Global
Orientation
E-learning
Content &
Delivery
Service
Generic e-
learning
Content
Authoring
Tools
Evaluation
LCMS
SSO
Finance
Succession
Planning
Analytics
Talent
Reporting
Assessment
Virtual
Classroom
Compliance
Reporting
Dash Boards
Data
Warehourse
LMS
Workforce
Tools
Portals &
IT Security
Strategic Talent
Management
Learning
Applications
Transactional
Systems
Reporting &
Analytics
Compensati
on Mgmt
360
Feedback
Performance Workforce
Analytics

LEARNING: THE HUB OF TALENT
Learning touches and can therefore drive greater value for
all parts of the talent and work cycle :
- Learning via induction is critical to onboarding new recruits and reducing time
to competency
- Learning is key to ensuring your people are capable and compliant
- Learning is core to developing existing staff and building future skills
- Learning is central to individual career advancement and for building
organisational capability
- Learning is a key tool for raising performance
- Learning opportunity is a critical factor in employee retention

6/22/2015 16© Copyright Fosway Group Limited. All Rights Reserved.© Copyright Fosway Group Limited. All Rights Reserved. 16
LMS INTEGRATION
Workforce
Tools
Portals &
IT Security
Strategic Talent
Management
Learning
Applications
Transactional
Systems
Reporting &
Analytics
Learning Drivers
Talent Drivers
Work Drivers

BENEFITS OF INTEGRATION
Clearer links and better continuity between the individual talent
elements
Increased automation of talent processes as a whole, and improved
efficiency of operations
Improved user experience, lower learning curve and higher adoption
throughout the talent lifecycle
Reduced duplication, more accurate talent data and ease of sharing
talent data (currently seen as poor in most organisations)
Better management information and analytics
Richer discussions about the capabilities of the business
Improved operational performance and ROI from the HR function

KEY HEADLINES
INTEGRATION STRATEGIES
& OUTCOMES

INTEGRATION – THE BASICS
Multiple strategies for Integrating HR and Learning Data
- Batch transfer of sets of data,
- either on scheduled or sometimes ad hoc basis
- Transactional passing of live data via a programming interface.
- Via API or via WebServices
- With Learning applications via e-learning standards
- such as AICC and SCORM.

BATCH INTEGRATION
Periodic rather than real-time
Sets of data rather than individual data records
Incoming data is processed with associated business rules
- Validate incoming information
- Apply additional context or control information needed by the LMS
- Automatically apply Business Rules e.g.
- Audience groupings for course distribution, Approver identification, Additional learning control
information not held in the originating system

E.g. BATCH IMPORT
Source
Db
LMS
Db
Employees
Data Sync
UtilityJobs
Pipe delimited flat files
Located on ftp server
Export
Format
Business Logic/Rules
Data Translation
Import
Log
File
XML
File
Orgs
1
2
3
4

TRANSACTIONAL INTEGRATION
Real-time, programmatic – procedure calls
- APIs or WebServices
- Individual data points
- Trigger-based Source
Db
LMS
Db
Web
Services
Corporate Portal
Real-time,
small packets of data

ECOSYSTEM INTEGRATION
Specific standards for integration within Functional
Ecosystems (Learning, Talent, Recruiting …)
- Often more complex than integrating between Functional Silos or between HR
and Functional Management Systems
E.g. Learning Applications and Content
- AICC (Aviation Industry CBT Committee)
- SCORM (Sharable Content Object Reference Model)
- xAPI (Experience API / TinCan)
- Other Integration Standards (PENS, QTI, OKI, …)

WORKING WITH IT
HR and Learning leaders need to work with their IT
colleagues to build a more integrated people systems
landscape
- Connecting together functional silos / ecosystems
- A sustainable approach to systems and data integration
- Clear understanding of desired business impact not just IT requirements
The adoption of Cloud significantly impacts Integration
- Configured systems rather than customised
- Prebuilt connectors for common interfaces

IN SUMMARY

TRANSFORMING HR
Determining your forward path for Next Gen HR/Talent Systems will require
a revolution as well as evolution
The start is delivering user experience that embeds Learning and Talent
processes into Work processes, not as an HR island
There are good reasons why corporates have largely chosen best of breed
solutions; they deliver greater impact and agility ... but also increases
cross-silo system complexity and IT management overheads
12/12/2013© Copyright Fosway Group Limited. All Rights Reserved.
Key lesson: Mustn’t lose the transformational value of the component
Learning and Talent activities in pursuit of an integrated whole

SUPPLY SIDE REALITIES
The art of the possible will inevitably be driven in the Cloud; innovation will
flourish and new best of breeds will continue to appear
But the dominant HCM/Talent suppliers are all focused on Suite based
strategies; these will work best when they enable silo advantage as well as
integrated advantage
HCM/Talent/Cloud economics will also drive core HR change, and
consequently threaten the ERP HRMS investment case
Key lesson: On-premise + ERP led strategies will increasingly struggle to
keep pace and deliver competitive advantage

Unusually direct analysis and advice
David Wilson, CEO / david.wilson@fosway.com / @dwil23
Fosway Group
Europe’s #1 HR Analyst
THANK YOU & QUESTIONS?

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