the 5 hr tech trends to shape 2020 and beyond

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The 5 HR Tech Trends to Shape 2020 and BeyondZack Johnson, GM of OEM and Mid MarketJan 21, 2019

● You’re a future-focused HR leader and

always looking on the horizon for the

latest technologies

● Your HR tech tools could use an upgrade

for a new decade

● You’re struggling to unlock the true value

of your HRIS data

● You're interested in learning about HR

technology, but aren't ready to invest yet

Poll: Why are you here today?

Join the conversation on social #HRTrends2020 @Visier

Today’s host

Former CEO and founder of Syndio

12+ years of HR and executive experience

Recently moved from Chicago to Vancouver, BC and learning to speak Canadian

3

Zack JohnsonGM of OEM & Mid-Market at Visier

Join the conversation on social #VisierHRTrends

Today’s speakers

4

Talent acquisition analyst

for the past seven months

at IDC

Practitioner for 17 years

with Allstate, CDW, and

Spencer Stuart

Librarian by trade,

favorite genre is science

fiction

Kelly SilvermanSr Manager - Product Marketing, Paycor

Leads the HR, Benefits and Analytics GTM strategy for Paycor over the last 3+ years

Former VP of Marketing for Stratache

Visited 47 of 50 states, and lived in 6 of them

Megan Buttita, Research Director, Emerging Trends, IDC


HR Tech Trends You Need to Know in 2020 and Beyond

Megan Buttita, MLIS

Research Director, Emerging Trends in Talent Acquisition

Worldwide Services© IDC

6

Lay of the Land: What’s Happening Now

© IDC

Single Source of Truth

HR as a Data-Centric Function

People, Process, Technology

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Single Source of Truth is Still Lacking When it Comes to HR Data

© IDC

Workforce analytics

Hire

Recruiting

▪ Candidate relationship

▪ Job marketing

▪ Interview & Offer management

▪ Contingent Management

▪ Onboarding

Track & pay

Core HR

▪ Timekeeping

▪ Scheduling

▪ Absence tracking

▪ Regulatory Compliance

▪ HR call center

▪ Compensation & Payroll

Develop

Learning and development

▪ Learning technology

▪ Individual development plans

▪ Skills management

▪ Certification

Assess

Performance, career, and succession

▪ Continuous check-in

▪ Skills assessment

▪ Fit analysis

▪ Goal alignment

Reward

Incentives and perquisites

▪ Benefits programs

▪ Wellness programs

▪ Social reward and recognition

Retire

Voluntary and involuntary termination

▪ Off boarding

▪ Exit interview

▪ COBRA

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Why is HR Still Struggling with Adoption of Data and Analytics?

© IDC

Importance

Effectiveness

Likely to invest in the next year

% rating a 4 or 5 on a scale of 1-5 where 4 is important or effective and 5 is very important or very effectivePercentage of employee size by n value for mid-market (n=159 (1,000-4,999)Source: Talent Acquisition Survey 2019, n=500 (US); n=169 (100-900); n=159 (1,000-4,999); n=172 (5,000+)

62% 36%

71%63%

HAVE purchased a new solution in

the past 18 months

Up to 24% of TA budget allocated

to data & analytics

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Gaps in Level of Importance and Effectiveness in TA Technologies

© IDCIDC #US45842020 (January 8, 2020) Percentage of employee size by n value as outlined below Source: Talent Acquisition Survey 2019, n=500 (US); n=169 (100-900); n=159 (1,000-4,999); n=172 (5,000+)

10

People, Process, Technology

© IDC

I got into HR because I don’t like math

HR is an art and a science

Reporting vs. analytics

1

2

3

4 Process optimization beforetechnology

Additional Themes

11© IDC

Building a Data-Driven HR Function

Trust in the New Workplace

Pulse-check – Where are You in the Journey?

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Building a Data-Driven HR Function

© IDC

Building Teams: you don’t need to hire a team of data-scientists. Identify organizational roadblocks and search for talent with skills and capabilities that lend themselves to an agile reconfigurable workforce

Existing Technology: many organizations aren’t familiar with the data and technologies they already have. There should be more vendor and/or system integration service offerings and interaction that support discovery and consolidation

Utility Players: search for candidates and existing employees that display capabilities needed to support a data-centric HR function. These should be people that can be placed into roles as needed to provide a different perspective to support strategic initiatives

Organizational Maturity: organizations must have a certain level of maturity to even begin transforming into a data-driven HR function. Data and analytics needs to be embedded in the company culture. Building this capability is more about change management than data and technology

How data mature do you think your customers are right now? How do you help their customers move up the maturity curve?

13

Where are You in the Journey?

© IDC

14© IDC

Trust in the New Workplace

If you fail, how do you respond? How does your company respond?

How is data viewed in your HR function?

Does your agile company support a good sense of trust?

PANEL QUESTION

Many enterprise organizations have adopted people analytics. What is the benefit going to be to small & medium size organizations in 2020?


Poll

How many of you are thinking about using people analytics for 2020?

1. My team is already using people analytics

2. It is definitely something my company is thinking about implementing

3. It seems complex and I am not sure my organization is ready

4. What is people analytics?

5. I would like to find out more about people analytics


PANEL QUESTION

What is the value that people analytics brings to your customers?


PANEL QUESTION

How are you coaching your customers that are new to people analytics to be more data-driven

and tell stories with their data?


PANEL QUESTION

How do you see this evolving in the future?


PANEL QUESTION

Questions from the audience


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Join us for a demo webinar, Thursday, Jan 23rd at 10am (PT) / 1pm (ET)https://visier.zoom.us/webinar/register/WN_dqYpMUZAR7GdnmDBvBZ2Pg

Sign up:

Interested in seeing a people analytics solution in action?


https://visier.zoom.us/webinar/register/WN_dqYpMUZAR7GdnmDBvBZ2Pg

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IDC MaturityScape Benchmark: Workforce Analytics Adoption in the United States, 2018

https://www.idc.com/getdoc.jsp?containerId=US43269618

Market Analysis Perspective: Worldwide Talent Acquisition, 2019


Hot off the press: Ebook HR Trends 2020: The next decade of work

https://hello.visier.com/hr-trends-2020-ebook/

Ebook on “What is people analytics”

https://hello.visier.com/ebook-what-is-people-analytics.html

LEARN MORE:

More information




https://hello.visier.com/hr-trends-2020-ebook/?utm_source=marketing&utm_campaign=mm-dec-news&utm_medium=email

https://hello.visier.com/ebook-what-is-people-analytics.html

BETTER TOGETHER

Paycor is our valued partner and we at Visier are excited to share their

expertise and thought leadership with you today!

www.paycor.com

Visier is a people analytics solution.

Instantly connecting HR data with award-winning business

intelligence, Visier helps organizations maximize their

biggest investment—their people.

Visit us at visier.com


Some of our amazing customersSome of our amazing customersSome of our amazing customersSome of Visier’s amazing customers

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Goodbye!


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