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HCM Trends
All:
I am very curious about what others are seeing as focal points in HCM automation this year. Much of this may be quite obvious, but as one person obviously this is a limited perspective.
What do all of you see as the trend from an HCM automation standpoint this year, and going into next year?
What I have seen is that most if not all companies that want to buy an ATS system have, and are on the 'second or third round' of vendors due to original vendor dissolving, being acquired, or unhappy with their service?
The current 'fad' or 'trend' seems to be focused on automating Performance Management (and many of these are on their initial first implementation with a vendor, with a limited number that seem to be testing the market to move away from their original vendor). Succession planning also seems to be very trendy these days.
Do any of you see or hear about much traction being gained in Compensation Planning? This seems pretty limited, but at some point have to believe this will become a new trend. What is your take on the timing of HR looking to automate and tie this 'module' into their overall HCM suite?
Lastly, do you see companies wanting to work with a vendor that has all of these modules, or its more important to them to work with the vendors that do each module the best?
~Ken
I am very curious about what others are seeing as focal points in HCM automation this year. Much of this may be quite obvious, but as one person obviously this is a limited perspective.
What do all of you see as the trend from an HCM automation standpoint this year, and going into next year?
What I have seen is that most if not all companies that want to buy an ATS system have, and are on the 'second or third round' of vendors due to original vendor dissolving, being acquired, or unhappy with their service?
The current 'fad' or 'trend' seems to be focused on automating Performance Management (and many of these are on their initial first implementation with a vendor, with a limited number that seem to be testing the market to move away from their original vendor). Succession planning also seems to be very trendy these days.
Do any of you see or hear about much traction being gained in Compensation Planning? This seems pretty limited, but at some point have to believe this will become a new trend. What is your take on the timing of HR looking to automate and tie this 'module' into their overall HCM suite?
Lastly, do you see companies wanting to work with a vendor that has all of these modules, or its more important to them to work with the vendors that do each module the best?
~Ken
Replies to This Discussion
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Permalink Reply by Cal McGinnis on -
As companies look to peg compensation more to performance against the strategic goals of the organization (as well as individual goals that tie into the organizational goals) they are finding it difficult to get the right mix of base compensation, incentives, perks and benefits. So, I do see this as a rising challenge and an opportunity for those of us who look to add value to our clients' human capital initiatives. I would love to find more on proven best practices in this area.
Cal
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Permalink Reply by Andy Kriz on -
Ken- A great topic to be sure! I am currently in the middle of an 8 city Innovation Tour - you may be interested in joining us when we are in Houston Thu, Dec 11 2008 / 7:30 AM - 11:30 AM CT- We will be going deeper into the issues involving HCM automation and who owns it- IT, HR, HRIS, the CIO or Chief Talent Officer- with a case study of successful partnerships that lead to real business results.
I will be presenting on the general topic, then we will have a Keynote Case Study by Malcom Duncan- Manager of Global HR Systems & Technology and Paul Musson Director Organizational Development both of Weatherford International. Alexia Martin Director, Research and Analytics at CedarCrestone will be presenting findings from the CedarCrestone 2008–2009 HR Systems Survey providing insight on the state of HR technology adoption. The scope of the survey has grown from looking at self service and portal technologies, to also covering strategic human capital management applications and business intelligence. The survey looks at how the applications are sourced and what they cost. Most importantly, it focuses on the value that organizations achieve as a result of their choices about applications and their source.
Bring friends, colleagues- your CIO- I hope to see you there! http://www.humancapitalinstitute.org/hci/events_innovation_tour.gui...
Andy
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