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All information provided in this document is proprietary and confidential information from NorthgateArinso and must be treated in a confidential manner.
The NGA Predictions for 2013 7 key HR trends for business leaders
”Mid Year Review”
@ngahr
@michaelcusters
Copyright NorthgateArinso. All rights reserved.
2013 for NGA: The Outlook
• Annual tradition: HR Trends – based on input from customers, analysts,
advisors, industry leaders & NGA executives
• HR Trends: the next 12 months will see significant IT, HR and economic
movements converge (cfr. Gartner’s Nexus of Forces: social, mobile, cloud,
information)
• HR Business leaders need to ensure they move with the times, getting the
most out of new and innovative HR tools and technologies available.
• HR functions must develop the expertise to identify the right service delivery
models and supporting technologies.
• As business continues to change quickly, it is
important that HR becomes more agile. HR <> IT
• Making predictions however is risky business
This is a version of the
future
Trends or fads?
Examples of failed
predictions
Copyright NorthgateArinso. All rights reserved.
Predicting the Future is Never Easy…
“Making predictions is
difficult, especially about
the future”
Niels Bohr
Danish physicist
Copyright NorthgateArinso. All rights reserved. 4
“Radio has no future.
Heavier than air flying
machines are
impossible.
X-rays will prove to be a
hoax”
Predicting the Future is Never Easy…
Lord Kelvin, 1899
Copyright NorthgateArinso. All rights reserved.
“We don’t like their
sound and guitar
music is on the way
out”
rejecting The Beatles
1962
1
Predicting the Future is Never Easy…
Decca Recording Co.
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“There is no
reason anyone
would want
a computer in their
home”
2
Predicting the Future is Never Easy…
Ken Olson,
President, Digital,
1977
Copyright NorthgateArinso. All rights reserved.
• Before we continue, a little bit about NorthgateArinso
(btw, you can call us NGA)
Copyright NorthgateArinso. All rights reserved.
Our Mission
Copyright NorthgateArinso. All rights reserved.
To be the world’s number one
provider of global HR services
and the trusted partner of HR
decision makers.
• HR consulting – technology – outsourcing
• 8,500 EE – c.550m GBP sales
• Mid-market (UK/AU) & enterprise (global) – 35 countries
• Private – KKR venture
15 May 2013 9
The NGA Advantage
We are a global leader in helping organizations transform their business-critical HR operations to deliver more effective and efficient people-critical services.
This means that we help our clients become better employers through smarter, more streamlined business processes — to save money, manage employee life cycles and support globally connected, agile organizations.
9
Global Portfolio of Flexible Service Delivery Options Advanced
Technology Platforms and Applications
Deep HR Experience and Insight
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Global Service Delivery Network
Buenos Aires RDC
HRO/AMO | 300 FTE
Newfoundland RDC
HRO/AMO | 500 FTE
Cincinnati COE
HRO/AMO | 100 FTE
Jacksonville RDC
HRO/AMO | 600 FTE
Sao Paulo RDC
HRO | 150 FTE
Local Delivery Centers
• Americas: Austin, TX, Tallahassee, FL, Mexico City, MX
• EMEA: Brussels, BE, Paris, FR, Aix-en-Provence, FR, Nieuwegein, NL, Frankfurt,
DE, Peterborough, UK, Milan, IT, Durban, SA, Moscow, RU, Helsinki, FI,
Stockholm, SE, Zurich, CH
• APAC: Adelaide, AU, Wellington, NZ
Global & Regional Delivery Centers
• Americas: Jacksonville, FL, Topsail, CA, Cincinnati, OH, Buenos Aires , AR,
Sao Paulo, BR
• EMEA: Granada, ES, Budapest, HU, Katowice, PL
• APAC: Dalian, CN, Mumbai, IN, Hyderabad, IN, Kochi, IN, Manila, PH,
Kuala Lumpur, MY
Dalian RDC
HRO | 50 FTE
Granada RDC
AMO/SI/OB | 300 FTE
Hyderabad GDC
AMO | 160 FTE
Mumbai GDC
HRO | 200 FTE
Kochi GDC
HRO | 450 FTE
Manila GDC
HRO/AMO/SI | 425 FTE
Kuala Lumpur GDC
SI/Testing/OB/IS | 330 FTE
10
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Leading the HR services market
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HR processes
12
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HR leaders’ challenges
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Drive down
cost
Improve delivery
quality Create a more
agile organization
• Process
standardization
• HR transformation
• Self Service adoption
• HR outsourcing
• Global HR service
delivery model
• Deep HR process
expertise
• Uniform delivery
quality (SLAs)
• Compliance
• Single Global HR
system
• Uniform technology
landscape
• Hybrid deployment
Copyright NorthgateArinso. All rights reserved.
HR service delivery pain points
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Strategy & Planning
‘A S I S ’ S I T U A T I O N ‘T O B E ’ S I T U A T I O N
10%
30%
60%
Make HR Strategic
Services Improve quality & efficiency
Administration Reduce cost
Self-
Service
Service
Center
Drive down
cost
Improve delivery
quality
Create a more
agile organization
Copyright NorthgateArinso. All rights reserved.
• Back to our 2013 trends & predictions …
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The state of HR Tech - last 24 months
Workday
SuccessFactors
Salesforce.com
Oracle/Peoplesoft
SAP
HR in the cloud
(core & talent)
7.7B
3.4B
1.9B
Copyright NorthgateArinso. All rights reserved.
7 key trends for 2013
HR Gets Smart with Data The Cloud requires Wisdom Consumerization Continued Social means Business
Globalization, with a twist Compliance Matters Planning for Workforce Planning
Copyright NorthgateArinso. All rights reserved.
1. HR Gets Smart with Data
• New technologies will allow HR to move from collecting historical data to
predictive analytics.
• Businesses that can pull together global HR data swiftly will be equipped to
compete better.
• HR dashboards, business related KPIs and analytics will be one of the most
strategic tools in getting credibility at the board table.
• Workforce data will be key to achieve desired business outcomes
Presenters:
- Steve
- Matthew
- Evidence based HR
- Business outcomes
- Predictive analytics
- HR sitting on goldmine of
data
- Tools & behavior to use
data
- Phases of maturity
- 4 phases
- ‘finally’ analytics
- Tools are there- now about
capabilities
- Combining different data
sets -
- NGA strategy
- Push out analytics to
mobile
- Solution capability
- Early adopter programs
with customers
- ‘these are types of
conversations we’re having
with customers’
- Conversations NGA has
with clients: solid evidence-
based talent data which
supports strategy
- Slides available
- 4 maturity phases
- iPad dashboards
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1. HR Gets Smart with Data
Reality check
• Big Data = Big Hype
• More, better tools than ever – both SaaS & OnPremise
• Continued need for decent HR reporting in 1st place
Question Marks
• Lack of focus on data from HR leaders
• Lack of understanding of HR leaders
• Which KPIs to track
• Where HR data are
• Which HR data correlate with which business data
• Lack of access to global HR data
• Lack of access to analytics talent
• import from finance/strategy?
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2. The Cloud requires Wisdom
• Many vendors are doing their latest innovations in the cloud,
not on-premise: SAP, Oracle, etc.
• Adopting a cloud solution will be key for organizations who want to deploy
new capabilities.
• Organizations will require add-on services ‘wrapped around’ their cloud-
based technology platforms to address complex HR processes/transactions.
• At NGA we talk about BPaaS: businesses will look for providers that can
offer a blended and integrated mix of services and technology.
• In the future more companies will be moving entire
businesses processes into the cloud
- Presenters
- Keith
- Anita
- Wisdom – advise
- Integration challenges
- Hybrid scenarios
- Financial models
- SaaS vs BPO: self-reliance
vs expert support
- ‘is it right for you?’
- Put business case
first
- Caution: simplification
message
- Trend or fad?
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2. The Cloud requires Wisdom
Reality check
• Cloud is on a roll => SaaS widely accepted for HR
• Innovation in HR is coming from SaaS, not OnPrem
• M&A/IPO traction in the Valley
• SuccessFactors => SAP
• Taleo => Oracle
• Kenexa => IBM
• Workday IPO
• Question marks
• Standardizing HR internationally
• “HR transformation” still a challenge
• Dealing with frequent upgrades
• Compliance & data privacy (hosting location)
• Many transactions require service center support:
SaaS merging with BPO => BPaaS
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3. Consumerization Continued
• In 2013 everything HR goes mobile.
• Workers are accustomed to using consumer web technologies and tools and
expect a similar ‘consumer like’ experience in the workplace.
• Easy-to-access, low-cost mobile technologies will have a strong impact on
supporting HR service delivery.
• BYOD (Bring Your Own Device) policies will be an additional accelerator to
the importance of mobile.
- Presenters
- Anita
- Marianne
- NGA strategy
- Slides available
- Wisdom – advise
- Expectations change
- Execute processes
any time any place
any device
- Simplicity & ease of
use
- Especially for gen Y
- There’s an app for
everything
- HR isn’t entirely like that
- Is consumerization the
same as commoditization
of HR?
- Uniform HR to
everybody?
- Same service for
everybody – or
personalized
service??
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3. Consumerization Continued
Reality check
• BYOD going strong
• Driven by younger workforce: mobile & social
• Driven by ubiquity of smart phones/tablets
• Mobile & self-service transactions requirement for HR
Question marks
• Which HR transactions on which device?
• Ease of use (1 or 2 step)
• High frequency
• Time critical
• Examples: time off, approvals, etc.
• What about complex transactions?
• Open enrolment, etc.
• Technology: native apps vs HTML5?
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4. Social means Business
• Forward thinking companies are beginning to apply social concepts to a
variety of HR processes.
• Social technologies make the performance management process more real-
time and extend the process beyond the traditional manager-employee
interaction
• The aim of new social business tools is to improve communication,
collaboration, and workforce performance.
- Presenters
- Matthew
- Steve
- NGA strategy
- Slides available
- Picture Elvis/Rotten
- Some HR people see the
devil in social media
- The access dilemma
- Choose to grasp the
opportunity & or resist?
- Introduction of new
technologies – how to best
use it?
- Knowledge workers spend
28hrs/week on ‘mining’
information > socmed can
help bring 25% productivity
gain => business outcomes
- Inside & outside companies
#ngahr
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4. Social means Business
Reality check
• Social still high flyer
• Social here to stay, but let’s keep it real
• Behavior & culture are key, not technology
• Question marks
• Resetting expectations about value of social
• Social in B2C: confirms loyalty of existing clients; does not
attract new buyers
• Experience in retail: in-store promotions score significantly
better than social campaigns
• Social & HR
• Who owns social? HR? IT? Marketing?
• Which HR processes: Salary review? Performance mgmt?
• Internal (Chatter) vs external (Twitter)
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5. Globalization with a twist
• Successful Chinese companies have begun to move beyond their home
borders and into other markets.
• Emerging economies will move towards a ‘Western’ model of HRM, with a
focus on human capital management.
• Businesses will turn to partners that can provide rapid scale, consistency
and a global reach.
• Companies will look to outsource technology and expertise.
• The twist: combining global processes with
local requirements – language, culture, regulatory
“Glocalization”
- Presenters
- Keith
- Marianne
- NGA strategy
- Slides available
- Customer examples
- AZ
- Cadbury
- What is the twist?
- ‘glocalization’
- Recycle content from SAP
radio show
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5. Globalization with a twist
Reality check
• Global organizations moving towards EBS:
Enterprise Business Services
• Global process alignment, mixing in-house &
outsourced capabilities
• Sliding scale of options: SaaS – BPO – BPaaS
• Outcome focused
• Balancing need for global standardization &
in-country localization
• IT moving from ‘infrastructure builders’ to ‘process
& efficiency managers’
• Compliance matters
Question marks
• ‘Chinese Champions’ globalizing slowly
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6. Compliance Matters
• In 2013 we are going to see the increasing importance of Service
Organization Control Reports (SOC1), in replacement of SAS70.
• With cloud-based systems it’s not always clear where sensitive people-
related data is hosted and who can access them – in such a context, control
reports will help provide ease of mind to buyers of cloud services.
• Assuring that outsourced and SaaS-based services are being properly
performed and monitored will be a top priority in 2013.
- Presenters
- Marianne
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6. Compliance Matters
Reality check
• Compliance complexity
• Regulatory pressure increasing
• Banking crisis
• Corporate governance
• Process standards & controls
• Data privacy
• …
• Compliance becoming key driver for outsourcing
of regulation-intensive HR processes
• “This stuff is becoming too complex for us”
• Workforce administration
• Payroll
• Benefits
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7. Planning for Workforce Planning
• Access to a rich set of HR data, understanding the impact of corporate
strategy on HR, and the ability to plan for various business scenarios are key
requirements to allow for strategic workforce planning.
• Strategic workforce planning can create a true competitive edge to early
adopters, with HR in the driving seat.
• As HR continues to leverage the benefits of new technologies and delivery
models, it succeeds in shedding off administrative burden and focusing on
more forward-looking, strategy-supporting engagements, such as workforce
planning.
- Presenters
- Anita
- Steve
- NGA strategy
- Closing the loop with ‘data’ trend
- Very operational activity with
strategic consequences
- Drives the need for more data
- Significat
- 2 levels to conversation
- NOT rostering/scheduling
- Linked to
- Business strategy –
long term
- What can we do now
– plan for the gap
- Linkage of workforce planning with
talent management?
- Talent pipeline
Slides
- Data Steve
- Business benefits
- Accurate time recording
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7. Planning for Workforce Planning
Reality check
• Driven by regulatory complexity
• Driven by nature of workforce
• Temp workers
• Contingent workforce
• Non-contingent workforce
• Driven by local situation
• Collective Labor Agreements
• Union involvement
Question marks
• High degree of complexity
• Business case not always clear
• Need to be capable of ‘long term planning’
Copyright NorthgateArinso. All rights reserved.
7 key trends for 2013
HR Gets Smart with Data The Cloud requires Wisdom Consumerization Continued Social means Business
Globalization, with a twist Compliance Matters Planning for Workforce Planning
Copyright NorthgateArinso. All rights reserved.
Questions or Comments
Pull all 7 together
Walk around the panel
- Interesting times
- Choices to make
- Fit to YOUR business
strategy
- Which trend ranks
highest/lowest?
- Which one would you
kick out?
- Where to place your
money?
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Michael Custers
VP Marketing
E-mail: michael.custers@ngahr.com
Connect with NGA
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