”mid year review” - itac talent · salesforce.com oracle/peoplesoft ... oracle, etc. •...

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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


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”


Lord Kelvin, 1899

http://www.google.co.uk/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&docid=vhDKW2FUA8QX2M&tbnid=94F5teMrbYwBkM:&ved=0CAUQjRw&url=http://www.converter.cz/fyzici/kelvin.htm&ei=mO4HUbz3DMaY1AWq6YHwDA&bvm=bv.41524429,d.d2k&psig=AFQjCNF1O31xCWMScdpWAiaffa5L07jNVA&ust=1359560728519929


“We don’t like their

sound and guitar

music is on the way

out”

rejecting The Beatles

1962

1


Decca Recording Co.


“There is no

reason anyone

would want

a computer in their

home”

2


Ken Olson,

President, Digital,

1977


• Before we continue, a little bit about NorthgateArinso

(btw, you can call us NGA)


Our Mission


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


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

https://webphl01.phl.sap.corp/~sapidb/011000358700001322492003E/USA.htm

https://webphl02.phl.sap.corp/~sapidb/011000358700001397572003E/Mexico.htm

https://webphl01.phl.sap.corp/~sapidb/011000358700001395122003E/Canada.htm

https://webphl05.phl.sap.corp/~sapidb/011000358700001375952003E/Brazil.htm


Leading the HR services market


HR processes

12


HR leaders’ challenges

Copyright NorthgateArinso. All rights reserved. Copyright NorthgateArinso. All rights reserved.

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


HR service delivery pain points


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


• Back to our 2013 trends & predictions …


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


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


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


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?


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?


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


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??


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?


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


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)


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


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


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


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


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


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’


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


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?


Michael Custers

VP Marketing

E-mail: [email protected]

Connect with NGA

www.ngahr.com

twitter.com/northgatearinso

blog.northgatearinso.com

www.youtube.com/northgatearinso

www.facebook.com/northgatearinso

www.slideshare.net/northgatearinso

mailto:[email protected]

http://www.youtube.com/northgatearinso

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”mid year review” - itac talent · salesforce.com oracle/peoplesoft ... oracle, etc. •...

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