Why Talent Management Isn’t Enough: Using HR Technology to Increase Productivity

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Moderator: Mike Prokopeak
Vice President, Editorial Director
Workforce Management magazine
Speaker: Steve Parker
Vice President of HR Strategy
SumTotal Systems

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Mike Prokopeak
Vice President, Editorial Director
Workforce Management magazine

Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 7
Steve Parker, SPHR
Steve is a former HR executive and a Vice President at SumTotal Systems, where he uses his
background and deep understanding of successful HR strategies, processes, and technologies
to deliver remarkable results to customers.
He has directly helped organizations of all sizes, including numerous small businesses and
nearly half of the Fortune 100, achieve better results through their people, and has global
experience in every industry. He has redesigned HR processes and technology for some of
the world's best places to work, and has led efforts to drive HR solution education and
awareness globally.
Steve has developed his unique, cross‐functional HR perspective from leading several
strategic HR functions and initiatives for various organizations throughout his career, including
Talent Acquisition, Performance Management & Leadership Development, Talent
Management & Succession, and HR Operations. He is a former member of the United States
Army Special Operations Command, a Senior Professional in Human Resources (SPHR), a
certified Human Capital Strategist (HCS), and sometimes travels the world in search of
adventure like Caine from Kung Fu.
About the Presenter

Page 8
Why Talent Management Isn’t
Enough
Using HR Technology to Increase Productivity
Steven Parker, SPHR
Vice President, HR Solution Strategy
April 24, 2013

Page 9
The Environment
Moving From Talent Management to Talent Expansion
The 3 Factors of Talent Expansion
About SumTotal
Agenda

Page 10
The Environment
About SumTotal
Agenda

Page 11
HR Is More Complex Than Ever…
HR
Rapid Globalization
Global workforce, increased
diversity, decentralization
Increasing Regulation
Increased compliance –
payroll, industry, and regional
Do More With Less
Increased focus on driving
efficiencies and productivity
War for Talent
Attracting, retaining and
motivating the right talent
Source: Gartner HR Trends and PwC Global HR Study

Page 12
What is your organization’s top people challenge for 2013?
① Increasing Regulation
② Do More With Less
③ Rapid Globalization
④ War for Talent
Poll Question

Page 13
Source: Gartner HR Trends and PwC Global HR Study
of CEOs are making changes
to talent strategies in
response to the global
environment
78%

Page 14
of executives are dissatisfied
with talent management
support79%
Source: The Hackett Group, Business Services Talent Management Performance Study

Page 15
$8 Billion2/3rds Fail
Annual Spend on HCM Software

Page 16
Source: Penn Schoen Berland, 2012
don’t think HR technology
helps them do their jobs
better67%

Page 17
The Environment
About SumTotal
Agenda

Page 18
HR Needs to Evolve
It’s not enough to deliver this
200 people completed training
98%completed performance appraisals

Page 19
Performance Management Outstanding Performance
How What
.5‐2x ROI
HR Efficiency
• % of Performance
Reviews Completed
8‐10x ROI
Business Enablement
• Productivity
• Revenue Growth
Typical HCM Software Focuses on the
Process, not Outcomes

Page 20
People need software that helps them be
better at what they do… not just record what
they did.

Page 21
It’s Time for
Talent Expansion

Page 22
tal∙ent ex∙pan∙sion
/ talənt ik spanSHən/
Noun
1. The growth and development of new knowledge, skills, experience, and capabilities: the
expansion of individual and organizational talent.
2. Tools that help people be better at what they do, not just record what they did.
3. A revolutionary approach to HR software.
Synonyms
capability development – skill growth – productivity increase

Page 23
HR Needs to Evolve
You need to deliver
Continuous just‐in‐time
learning+ 15% greater productivity
Real‐time collaboration
with experts+ 50% add’l sales in one account
Focused career development+ Region lead
Productivity 175%
38%
76%
Employee Engagement
Promotion Rate
Source: Bersin & Associates 2011

Page 24
Talent Expansion Brings Real Benefits
Increased productivity
Improved adoption and
engagement
Nearly triple the ROI
1980 2000 2012
Talent Expansion
Talent Management
Traditional
HCM
Core Tracking +
Reporting
+ Improved UI
+ Pervasiveness &
Context
Push
(company‐imposed)
Pull
(people‐promote)
ROI

Page 25
What’s the highest level of value you are getting from your HR
systems infrastructure today?
① Little or Unclear
② Automates Important Functions and Processes
③ Provides Cross‐Functional Insight Into Talent Capabilities
④ Helps People Be Better At Their Jobs and Drives Productivity
Poll Question

Page 26
The Environment
About SumTotal
Agenda

Page 27
Action
More Than Just Viewing and
Recording, Taking Action in Real
Time
Access
From Anywhere, On Any
Device, Where I Do My Work
Info
Complete View of Relevant
People and Business Data
Provides Context

Page 28
Info

Page 29
• Experience• Competencies
• Knowledge• Personal
Attributes
Who They
Are
What They
Know
What They
Have Done
What They
Can Do

Page 30
use more than three HR
systems75%
Source: Forrester Research, 2011

Page 31
LACK OF INTEGRATED
VISIBILITY AND ANALYTICS
HIGH COMPLIANCE AND
OWNERSHIP COSTS
LACK OF INTEGRATED
HR PROCESSES
LACK OF A “SINGLE SOURCE OF
TRUTH” OF TALENT
LMS
RECRUITING
COMPENSATION CAREER DEV
SUCCESSION
PAYROLL
HRIS
PERFORMANCE
FINANCIAL
S
ERP
SUPPLY
CHAIN
CRM

Page 32
Data mapping is
70% of project cost
Average HRMS
consolidation
Cost: $6 million
Time: 3 years
Technology Vendors:
“The only way to get
analytics and value is to
buy core HR from us.”
HR Executives:
“We’ll continue to need
multiple systems into the
foreseeable future.”
Systems Consolidation Isn’t the Answer

Page 33
A VIRTUAL ‘SINGLE SOURCE OF
TRUTH’ OF TALENT
INTEGRATED HR ANALYTICS
IMPROVE COMPLIANCE AND
OWNERSHIP COSTS INTEGRATED HR PROCESS
LMS
RECRUITING
COMPENSATION CAREER DEV
SUCCESSION
PAYROLL
HRIS
PERFORMANCE
FINANCIALSSUPPLY CHAIN
CRM
ERP

Page 34
Access

Page 35
The SumTotal elixHR Platform:
extending and linking HR data and processes
Deliver actionable
information in
context
Pervasive, when
needed
Virtual system
of record
Integrated analytics
Compliance and security
CORE HRIS +
WORKFORCE
LEGACY TALENT/
3RD PARTY
GLOBAL PAYROLL
ERP/CRM
UNSTRUCTURED
CLOUD APPS
Your systems and
infrastructure

Page 36
Easily Accessed Where People Do Their
Work

Page 37
Easily Accessed Where People Do Their
Work

Page 38
Action

Page 39
7:00 am
Assigned a new top 10 customer for meeting this
afternoon.
7:15 am
Opens her salesforce.com opportunity record and sees
learning specific to this opportunity and connections to
people who know this customer well.
7:30 am Uses tools to get up to speed on new opportunity.
10:00 am
Nails the meeting. Gets handshake agreement for
purchase of new product.
Talent Expansion in Sales

Page 40
8:00 am
Arrives at work, clocks in, and finds the equipment he’s
going to work on has been updated.
8:01 am
Receives needed training immediately on mobile device,
takes certification test and passes. Manager is
automatically notified that he is certified.
8:30 am Starts equipment for the day’s work.
Talent Expansion in Manufacturing

Page 41
12:00 pm
Finishes project and is assigned a goal that requires him to
use Ruby, a language he has not used for 18 months.
12:15 pm
In addition to showing how his goal will contribute to
company success, the system provides specific
suggestions of 2 learning activities aligned with the goal to
update his skills.
12:30 pm
Starts project with confidence and is immediately
productive.
Talent Expansion in High Tech

Page 42
“I could not
do my job
without it.”

Page 43
Effective performance management is a series of
ongoing activities – goal‐setting and revising,
managing and coaching, development planning, and
rewarding and recognizing – with performance
appraisal events interspersed throughout.

Page 44
Summary

Page 45
Action
More Than Just Viewing and
Recording, Taking Action in Real
Time
Access
From Anywhere, On Any
Device, Where I Do My Work
Info
Complete View of Relevant
People and Business Data
Provides Context

Page 46
Talent Expansion Brings Real Benefits
Increased productivity
Improved adoption and
engagement
Nearly triple the ROI
1980 2000 2012
Talent Expansion
Talent Management
Traditional
HCM
Core Tracking +
Reporting
+ Improved UI
+ Pervasiveness &
Context
Push
(company‐imposed)
Pull
(people‐promote)
ROI

Page 47
Business-
Integrated HR
Strategic HR
Fundamental HR
Compliance-
Driven HR
$270,647
$118,577
$169,693
$98,221
0 $100,000 $200,000 $300,000
Revenue Per Employee By HR Focus

Page 48
The Environment
About SumTotal
Agenda

Page 49
LEARNING TALENT WORKFORCE
PAYROLL &
EXPENSE
3,500 Enterprise and SMB customers | 45 million users | $200M+ in revenue
96% Customer Retention | Nearly 30 Years in HR

Page 50
SumTotal is the Leading Independent
HR Software Provider
#1 in Learning #3 in Integrated Talent
Estimated Global LMS Market Share
Bersin, 2012
Integrated Talent Management Management
Systems Market Share, Bersin, 2012

Page 51

Page 52
Many of Fortune’s
“Great Places to Work”
are SumTotal Customers

Page 53

Page 54
SumTotal Applications
Comprehensive, Integrated and
Modular
Open – Works with Other
Technologies
Solves Complex Customer
Problems
Scalable – Enterprise and SMB
Talent | Learning | Workforce | Payroll | Analytics

Page 55
Deploy
SaaS Desktop/Laptop
Smartphone
TabletOn Premise
Hosted
private
Access
SumTotal Deployment Options & Access

Page 56
Thank You
Questions?

Page 57
For free resources visit us at
www.sumtotalsystems.com
The Talent Expansion Manifesto
2013 Forrester Talent Management Wave
Improving Employee Engagement to Drive Business
Performance
HR Field Guide: 5 Tips to Effective Performance
Management

Steve Parker
Vice President of HR Strategy
SumTotal Systems

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