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Integrating the HR LandscapeData, processes & business outcomes on the Cloud

David Wilson, CEO / [email protected] / @dwil23

mailto:[email protected]


The HR and Learning Systems Landscape

Connecting Data : Maximising the

Learning as a Hub

Integrated Strategies and Outcomes


Next Gen

Learning

OUR CONTEXT

Leading independent European Industry Analyst- Founded 1996- Researching and tracking major developments and innovation

in Next Gen HR, Talent & Learning- Focusing on major corporate organisations HQ in UK/Europe

Unique insights from EMEA corporate research - 1:1 research, corporate roundtables- Independent vendor profiling- Deep research/analysis- Independent client advice

Next Gen

HR

Innovation

Technology


THE SYSTEMS LANDSCAPE

HR AND LEARNING


67% have

Partially Standardised

HR Systems,

less than 20% have

Very Standardised

HR Systems across their

organisationThere is a significant need /

opportunity to consolidate

HR Data, Systems & Suites

A FRAGMENTED LANDSCAPE – EMEA REALITIES

Source: Fosway research with HR Tech Europe, 2014


A FRAGMENTED LANDSCAPE - FUNCTIONALLY

Historically silo’d & fragmented- Organisationally

- Processes

- Systems investment

- Partners/Supplier choices

Separation between Transactional HRand Transformational Talent


SUITES vs BEST OF BREED

The assumption of a single HR Suite to manage all HR, Learning and Talent processes is not the dominant realityfor companies today

- Multiple Core HR Systems including HR System of Record, Payroll, Absence Management etc.

Separate best of breed systems for managing Learning, Performance and Recruiting- Connected to other specialist applications in each context

- E.g. Learning – Assessment tools, content delivery, authoring, virtual classroom etc.

- E.g. Recruiting – job boards, LinkedIn, social tools, ATS, video interviewing, assessment etc.


THE RISE OF THE CLOUD

All major Learning and Talent Management Vendors nowlead with Cloud based solutions- Estimated to be 75% plus of

new business globally

Pure play Learning & Talent Cloud vendors are growing fastest at 40-60% per annum

Significant market consolidation

“The Cloud will have a significant

impact on the Learning and Talent

Systems market, and is a relevant

and viable option for Enterprise

customers as well as the Mid-Tier

market.”

Software-as-a-Service:

Impact on Learning & Talent Systems

Fosway Insights, December 2008


Cloud/SaaS Force Field AnalysisThe pressures for deciding On-Premise or Cloud implementations

The

Tipping

Point Barriers•Security

•Data Protection

•Scalability and Performance

•Integration with On-Premise

Apps

•Controlling Upgrades

•Inability to Customise

Benefits•IT Costs & Economies of Scale

•Lower Overheads

•Faster Innovation

•Community of Interest

•Customer Satisfaction

Drivers

Pressures For Cloud/SaaS

Obstacles

Pressures Against Cloud/SaaS

LEARNING AND TALENT IN THE CLOUD


WHAT & WHY?

CONNECTING PEOPLE DATA


MANY APPLICATIONS : MANY INTEGRATIONS

Core HR and Transactional Systems

Intranet portals and security management systems

Learning applications and e-learning content

Talent management applications such as performance management, or recruitment systems

E-mail and Calendar

Workforce and Business applications

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Work Systems & Line of Business Data

PEOPLE DATA : WHAT LIVES WHERE

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Core HR

•Employee ID

•Work Location

•Home Address

•Grade

•Manager

•Salary

•Time & Attendance

•Benefits

•…

LMS

•Training History

•Learning Plan & Progress

•Certifications

•Competencies

•Course Completions

•Assessments

•Retakes

•…

Performance & Succession

•Goals

•Performance

•Successors

•Risk of Flight

•…

Recruiting

•Open positions

•Applicants

•Job Descriptions

•Positional Approvals

•Interviews

•Assessments

•…


KEY INTERFACES / MULTIPLE ECOSYSTEMS

Learning Applications

Talent Systems

Transactional Systems- Core HR

- Finance

Portals / Security / SSO

Line of Business /Work Systems

Personal Productivity Applications

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LMS INTEGRATION

Global

Mobility

CPD/CPE

Calendar

Global

People

Survey

ESSENTIAL

POTENTIAL

EmailApps

Document

Mgmt

Knowledge

Mgmt

Social

Networking

HR

Enterprise

Search

Portal

HR

Finance

CRM

Skills &

Competency

Mgmt

Recruit

Alumini

Systems

On-

Boarding /

Global

Orientation

E-learning

Content &

Delivery

Service

Generic e-

learning

Content

Authoring

Tools

Evaluation

LCMS

SSO

Finance

Succession

Planning

Analytics

Talent

Reporting

Assessment

Virtual

Classroom

Compliance

Reporting

Dash Boards

Data

Warehourse

LMS

Workforce

Tools

Portals &

IT Security

Strategic Talent

Management

Learning

Applications

Transactional

Systems

Reporting &

Analytics

Compensati

on Mgmt

360

Feedback

Performance Workforce

Analytics


LEARNING: THE HUB OF TALENT

Learning touches and can therefore drive greater value for all parts of the talent and work cycle :- Learning via induction is critical to onboarding new recruits and reducing time

to competency

- Learning is key to ensuring your people are capable and compliant

- Learning is core to developing existing staff and building future skills

- Learning is central to individual career advancement and for building organisational capability

- Learning is a key tool for raising performance

- Learning opportunity is a critical factor in employee retention

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LMS INTEGRATION

Workforce

Tools

Portals &

IT Security

Strategic Talent

Management

Learning

Applications

Transactional

Systems

Reporting &

Analytics

Learning Drivers

Talent Drivers

Work Drivers


BENEFITS OF INTEGRATION

Clearer links and better continuity between the individual talent elements

Increased automation of talent processes as a whole, and improved efficiency of operations

Improved user experience, lower learning curve and higher adoption throughout the talent lifecycle

Reduced duplication, more accurate talent data and ease of sharing talent data (currently seen as poor in most organisations)

Better management information and analytics

Richer discussions about the capabilities of the business

Improved operational performance and ROI from the HR function


KEY HEADLINES

INTEGRATION STRATEGIES & OUTCOMES


INTEGRATION – THE BASICS

Multiple strategies for Integrating HR and Learning Data- Batch transfer of sets of data,

- either on scheduled or sometimes ad hoc basis

- Transactional passing of live data via a programming interface. - Via API or via WebServices

- With Learning applications via e-learning standards - such as AICC and SCORM.


BATCH INTEGRATION

Periodic rather than real-time

Sets of data rather than individual data records

Incoming data is processed with associated business rules- Validate incoming information

- Apply additional context or control information needed by the LMS

- Automatically apply Business Rules e.g.- Audience groupings for course distribution, Approver identification, Additional learning control

information not held in the originating system


E.g. BATCH IMPORT

Source

DbLMS

Db

Employees

Data Sync

UtilityJobs

Pipe delimited flat files

Located on ftp server

Export

Format

Business Logic/Rules

Data Translation

Import

Log

File

XML

File

Orgs

1

2

3

4


TRANSACTIONAL INTEGRATION

Real-time, programmatic – procedure calls - APIs or WebServices

- Individual data points

- Trigger-based Source

DbLMS

Db

Web

Services

Corporate Portal

Real-time,

small packets of data


ECOSYSTEM INTEGRATION

Specific standards for integration within Functional Ecosystems (Learning, Talent, Recruiting …)- Often more complex than integrating between Functional Silos or between HR

and Functional Management Systems

E.g. Learning Applications and Content- AICC (Aviation Industry CBT Committee)

- SCORM (Sharable Content Object Reference Model)

- xAPI (Experience API / TinCan)

- Other Integration Standards (PENS, QTI, OKI, …)


WORKING WITH IT

HR and Learning leaders need to work with their IT colleagues to build a more integrated people systems landscape- Connecting together functional silos / ecosystems

- A sustainable approach to systems and data integration

- Clear understanding of desired business impact not just IT requirements

The adoption of Cloud significantly impacts Integration- Configured systems rather than customised

- Prebuilt connectors for common interfaces


IN SUMMARY


TRANSFORMING HR

Determining your forward path for Next Gen HR/Talent Systems will require a revolution as well as evolution

The start is delivering user experience that embeds Learning and Talent processes into Work processes, not as an HR island

There are good reasons why corporates have largely chosen best of breed solutions; they deliver greater impact and agility ... but also increases cross-silo system complexity and IT management overheads

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Key lesson: Mustn’t lose the transformational value of the component

Learning and Talent activities in pursuit of an integrated whole


SUPPLY SIDE REALITIES

The art of the possible will inevitably be driven in the Cloud; innovation will flourish and new best of breeds will continue to appear

But the dominant HCM/Talent suppliers are all focused on Suite based strategies; these will work best when they enable silo advantage as well as integrated advantage

HCM/Talent/Cloud economics will also drive core HR change, and consequently threaten the ERP HRMS investment case

Key lesson: On-premise + ERP led strategies will increasingly struggle to

keep pace and deliver competitive advantage


Unusually direct analysis and advice

David Wi lson, CEO / david.wi l [email protected] / @dwi l23

Fosway GroupEurope’s #1 HR Analyst

THANK YOU & QUESTIONS?

Docebo DW DRAFT 1.0

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