The team at Navigo, distributors of OrgPlus, have released their 2010 reasearch report into HR technology usage by larger organisations in Australia, you can get your copy of the report at http://hrtechreport.com.au.
The report is an interesting read focusing more on organisation’s satisfaction with their solutions than looking at overall trend in usage. Having said that the team at Navigo have been able to extrapolate 8 key conclusions and recommendations:
- HRIS use in Australia is diverse
- Technology-based solutions are more satisfactory
- Organisations satisfied but rarely “very satisfied” with systems
- HR targets efficiency in drive towards strategy
- Reducing costs is not a motivator despite the GFC
- Organisations are ill-prepared for an aging workforce
- True business intelligence is elusive
- No one size fits all
From my work and research I agree with every one of these conclusions.
I do not 100% agree with their breakdown of the solutions areas as they are more heavily weighted in the area of talent management, at the expense of other areas. However given the importance of talent management focusing more on this area makes sense given the confusing that exists within most HR departments on what HR technology they are running.
Some stand out pieces of information.
SAP and Chris 21 stand out as the top two HRIS vendors used in the organisations with 500 and above employees. Interesting Neller, who was recently acquired by Northgate Arinso was 5th.
The biggest motivator for improving HR Systems and Technology is still reduce time spent on administration and increase efficiencies. I say still as from my experience has been the number one of two for many many years. One has to wonder about the success of all of the recent projects to implement Employee and Manager Self Service the number one way to drive these two objectives.
PageUp People, PeopleStreme and Successfactors are the most popular systems being referenced as supporting Performance Management processes.
Ok magicality may not be a real word but who cares.
Being in the magic quadrant for a vendor can make or break them in the sales process as so many people place so much emphasis on these results. As such Gartner released the 2009 eRecruitment Magic Quadrant last week with some interesting results.
Firstly Taleo is an outright leader, which should come as no surprise, but the real interesting parts of the Magic Quadrant (MQ) are with the other vendors.
- StepStone has moved well and truly into the MQ, and are joined by PeopleClick.
- Bernard Hodes Group has fallen out of the visionaries quadrant back into the niche market
- The large ERP vendors remain high in the ability to execute attributes but still lack the visionary attributes of a Taleo or Kenexa .
- For the first time an Australian vendor is listed, PageUp People , congratulations to Karen and her team.
- Both Kronos and Mr Ted have moved up the ability to execute stakes which is good.
If you want some ideas about what to do with the information head over to the Human Capitalist for some recommendations.
This is the third instalment in my look at the hype around social recruiting, if you have missed them see the intro, parts 1 & 2.
HR/Recruiters should focus on ensuring their operational service delivery is excellent instead of creating unrealistic expectations that social recruiting will save them. Like any business there is no point trying to work out how to integrate Twitter, Facebook or any other fancy technology into your processes if your processes are fundamentally broken!
This excellent operational delivery includes treating candidates (and clients) as people, not as a commission. Here is a personal story of how bad third party recruiters have become in Australia. At the end of 2008 as the GFC started to really bite I had an amazing interaction with a recruiter from a well known agency.
I was called ask if I was interested in contract SAP Project Management work. During the discussion the recruiter refused to provide the client name until they had an updated resume. I explained that they had called me because they had “found” my details in their system therefore if they wanted my resume they needed to open up. Eventually they told me the client and declined from applying as I did not like the employer. At the end of the call they asked for an updated resume, which I decided to send over.
I was called by the same recruiter, not just agency the same person! However initially I did not recognise their name so I said nothing. The discussion was the same they had “found” my details in their system, was I interested in contract SAP Project Management work. By the end of the call I had remembered this was the same person I was speaking to last week, and they wanted an updated resume. I thought it would be fun to re-forward my original email to them as a subtle hint.
About 4pm on Friday another blocked number called my mobile. Bingo a recruiter. Not just any recruiter my friend from the last 2 weeks who seemed to have no idea who I was! No they had “found” my details in their system, was I interested in contract SAP Project Management work and could I send an updated resume to them! I declined.
6 months earlier when there were jobs a plenty this type of interaction was very common. But in December 2008 I was shocked.
So forget about fancy technology until your processes excellent.
Following yesterday’s post on future recruiting technology, which looking back should have read future talent management technology, here is an example of thing I am seeing in the market.
SAP has built a Social Network Analyzer prototype for inside the organisation. (Hat tip James Governor.)
It aggregates existing enterprise data to display and discover organizational relationships. It provides the missing link between social networking platforms and enterprise information systems, by letting organizations leveraging data available in corporate information systems.
SNA helps jump-start social networking within the organization by letting you import and aggregate all the corporate relationships between people that are already recorded in your business applications, such as:
- Management hierarchies from your human resources system
- Data on who worked on which deals from your sales force automation system
- Partner, customer, and partner supplier contacts along your supply chain
- People who work on similar transactions within your operational systems
The early images show a product user interface that is very different to anything I have seen from the German Giant.
The tool bring data from disparate systems across the enterprise into a single view to see who is interacting with whom via relationships there can be significant talent management benefits, other than collaboration:
- Look at the interaction of at risk high performers, are their other high performers that also might be at risk due to social relationships?
- Top talent referrers, who else do they interact with and are they providing referrals, if not why?
- Do poor performers interact together?
- Do top performers interact together?
The tool can import any data that describes a relationship between two people or objects you can uncover relationships between individuals, groups and departments that do not appear in the traditional organisation structure.
Now what if we added into the mix information about external social networks??
Let’s not forget the privacy issues, to quote James:
I thought it was kind of funny, though obviously not surprising, that one of the reasons SAP has been slow to turn the prototype into product is European data protection law. While American firms would consider metadata about employee interactions to be company property, under German law that is certainly not the case – no, in Germany it would be called spying.
Will this product see the light of day? Will it be deployed in many organisations? What would trade unions think of the tool? All these questions and more will ultimately determine the future of this particular technology.
This is one of those posts I have been meaning to write for a while, there are still another 3 or 4 that I have to catch up on.
I met with Richard Breden Managing Director of PeopleInsite a while back to discuss their product PI Employment, Richard contacted me following my post of Workforce Guardian. PI Employment is a 100% Australian owned SaaS tool designed to provide records management solutions to larger organisations, as of the beginning of March they now have three products; the original PI Employment, PI Commercial, and PI Complete.
PI Employment started life a few years ago following the introduction of Australian Workplace Agreements or AWAs to Australian. The tool allows businesses to create, upload and manage all of their critical employment documents. The documents are created based on an organisation’s own templates by taking users through simple Question and Answer process. Typical ways organisations can use PI Employment are:
- Employment and independent contractor agreements.
- Storage of EBA’s, awards and policies all assigned to the relevant employees
- Generation warning letters, probationary reviews
- Record notes around performance management to create a complete performance counselling history
- An archive of all past employee and contractor records
For documents that need approvals as part of the creation process they can be routed through a faily simple basic workflow process before being stored, as approved, against the employee records. PI Employment allows organisations to create a short profile of each employee which can be maintained manually or through integrations with several HR/Payroll systems such as Aurion, HR3, DataSpeed and SAP.
In additional to storage of document PI Employment also provides a reminder service to assist HR and line managers to follow up and review the required documents. The reminders are sent out via email or appear within the system.