{"id":2336,"date":"2013-01-09T10:00:33","date_gmt":"2013-01-09T18:00:33","guid":{"rendered":"https:\/\/systematichr.com\/?p=2336"},"modified":"2013-01-09T10:00:37","modified_gmt":"2013-01-09T18:00:37","slug":"cedar-crestone-hr-technology-survey-create-a-winning-hr-function","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=2336","title":{"rendered":"Cedar Crestone HR Technology Survey: Create a Winning HR Function"},"content":{"rendered":"<p>All too often, I get an industry report to read and end up saying to my colleagues, \u201cwow this is crap.\u201d\u00a0 Case in point, at the end of 2012, I got a widely read industry report that rated a halfway decent HCM provider\u2019s payroll engine to be better than one of the major payroll outsourcers.\u00a0 They stated that a vendor\u2019s almost non-existent compensation functionality was a top pick.\u00a0 Each year, I go through the CedarCrestone HR Technology Survey, and hope there is something wickedly out of sync with conventional wisdom.\u00a0 Each year, Lexy proves why she is the queen bee of HR surveys and is meticulously above reproach.\u00a0 I just can\u2019t stand it.<\/p>\n<p>What\u2019s great about this particular survey is that it\u2019s not just gathering data and spitting it back out at you.\u00a0 I know we all care how many people are buying Workday versus Fusion versus Employee Central versus \u2026 this year.\u00a0 I know we all are interested how many of us are still on premise with our core HCM.\u00a0 That\u2019s so not the point.\u00a0 What Lexy does is far more interesting.\u00a0 She takes all of this data and compares it to company profiles.\u00a0 What\u2019s the correlation of profitable companies to those people who are running Software X or Technology Y?\u00a0 This makes up the part of the report I\u2019d like to chat about.\u00a0 Lexy published 7 habits, and I\u2019m going to summarize so you\u2019ll just have to ask CedarCrestone for the report to read the whole thing.<\/p>\n<p>The attributes that defined successful companies were pretty much higher than usual revenues per employee, profits per employee, operating income and return on equity.\u00a0 Pretty good measurements.\u00a0 I\u2019m not sure if CedarCrestone evaluates which is causal, but they do evaluate correlations, so in that sense, go after what you can control, which in our case is the HR side.<\/p>\n<ul>\n<li>User Adoption \u2013 \u201cIf you build it, they will come.\u201d\u00a0 What a load of crap \u2013 wasn\u2019t that some baseball movie Kevin Costner was in?\u00a0 I don\u2019t remember, but it certainly does not apply to HR technology.\u00a0 Instead, we have to implement ridiculous change management strategies just to get our managers and employees engaged with us.\u00a0 If not, we only hear from them when their payrolls are wrong, or to complain about the vacation policy.\u00a0 The reality is that organizations who successfully implemented solutions, had good change management programs resulting in high user adoption also ended up being among the more successful companies.<\/li>\n<li>Buying Habits and Governance \u2013 Governance always seems to play into things.\u00a0 I\u2019ve found that the few organizations that are great at governance tend to be awesome places to work, make good decisions, and have high employee engagement.\u00a0 So I\u2019m stretching Lexy\u2019s observations here, but basically when I reflect on her finding that successful companies have more technology and spend less per employee, I almost immediately translate that into good governance.\u00a0 How do you get to better utilization of what you have, and only buying what you need after all?<\/li>\n<li>Technology Decisions \u2013 There was also a couple of themes that I translated into low maintenance overhead, but also the ability to use industry best practices.\u00a0 It kills me when I walk into a client that is so highly customized they really don\u2019t know what they are doing anymore other than accepting new requests and implementing full time.\u00a0 Most of these organizations don\u2019t even know why or what the business case is \u2013 they just do it.\u00a0 Successful companies are correlated to low customization, which is also correlated to SaaS purchases.<\/li>\n<li>Data \u2013 One would automatically think that successful companies are good with data.\u00a0 It seems obvious.\u00a0 The survey actually points out a couple of great tactical elements to get you there.\u00a0 The first one was integrated talent management with your core HCM product.\u00a0 Companies that were there tended to have a significant advantage than others.\u00a0 The second was the utilization of mature business intelligence models, along with the deployment of that data into manager\u2019s hands where agile business decisions can be made.<\/li>\n<\/ul>\n<p>At the end of the day, HR just wants to be heard.\u00a0 Interestingly enough, there are elements of shoring up our own house as well as focusing on outcomes here.\u00a0 If we make bad decisions and have crappy governance, well that\u2019s problem number 1.\u00a0 But if we also have crappy user adoption and poor data, we\u2019ve also lost the game.<\/p>\n<p>Note \u2013 nowhere in this did we correlate functionality to success!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>All too often, I get an industry report to read and end up saying to my colleagues, \u201cwow this is crap.\u201d\u00a0 Case in point, at the end of 2012, I got a widely read industry report that rated a halfway&#8230;<\/p>\n","protected":false},"author":1,"featured_media":2367,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[388,10,47,48,8,2,36,3],"tags":[334,89,305,103,94],"class_list":["post-2336","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-all-posts","category-engagement","category-governance","category-hr-service-delivery","category-strategies","category-hr-technology","category-vendor-management","category-vendors","tag-cedar-crestone","tag-data","tag-governance-2","tag-lexy-martin","tag-vendor-selection"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/2336","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=2336"}],"version-history":[{"count":12,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/2336\/revisions"}],"predecessor-version":[{"id":2437,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/2336\/revisions\/2437"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/media\/2367"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=2336"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=2336"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=2336"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}