HCM Challenges and Vision

1. Human Capital Management
Technology
Challenges and Vision

2. 1
Background
What is HCM? Why is it Important
Performance &
Goals
Succession
Workforce
Compensation
Recruiting
Learning
Activity
Social
Develop & Retain Best
People
Create Future Value to
the employees
Connect with Your Audience
Simplify Training
Creating a Productive
work environment
No more standard HR
data entry system
Create end-to-end Integrated
Processes
Talent
Pay
Learn
HCM
Employees as
Assets

3. 2
Methodology
Client
Feedback
Industry
SMEs
Internal
Analysis
Analyst
Reports
 Leading IT analyst often provide
a comprehensive picture of the
current market landscape and
expected trends in the industry
 Sources include Gartner,
Forrester and other leader IT
research analysts
 Based on technology trends, my
current tenure at SumTotal and
past experience in a product
firm, I have developed my own
perspective of the current and
anticipated challenges in HCM
technology space
 Clients requirements often
drive product strategy
 Most often these
suggestions have come
during initial sales
discussion or at times even
during customization for our
current clients
 SMEs often provide their
perspective of changes
required and challenges
anticipated
 SMEs include business
leaders and IT architects in
my current firm as well
industry leaders presenting
in forums and blogs
Multiple sources were leveraged to compile a holistic set of challenges faced by HCM IT industry

4. 3
Key Challenges
Like every product, HCM technology too faces numerous roadblocks. However in my opinion,
addressing the below challenges will be the key differentiator between multiple vendors
Typical Situation
2.
Need for seamless integrated solution: Leading HCM vendors are ERP
vendors who have an established customer base and extended the
foothold into surrounding HCM areas via acquisition. These solutions often
suffer from poor integration and homogeneous look and feel
Top 6 HCM vendors are
amalgamation of over 30+ smaller
vendors2
1.
Need for global HCM solutions: Most fortune 500 companies have their
operations spread globally. While offering consistent HR policies through
one solution they also need customizations based on local needs
33% of companies have 10+ HR
systems1
3.
Need to offer disruptive technologies: Vendors offering flexible
solutions with big data, advanced analytics, cloud and integration with
mobile devices will dominate the market in coming years
60% of time on internet is through
mobile devices.
Only 14% believe they are able to use
employee data to take decisions3
4.
Need to adapt to changing business models: HR organizations are
under pressure to lead change and add business value rather than just
support compliance and administrative needs. Continuous performance,
talent acquisition & retention, digital interviews, faster onboarding,
analytics and alumni relations are elements needed in future solutions5
10-15% 5 years CAGR for
engagement, recognition and
sensing4
Key Challenges
1,3,4 - Source: Ten Disruptions in HR Technology for 2015 by Deloitte
2 - Source: Human Capital Management Software Market Overview – 2015 by Shea & Company LLC
5 - Source: TechRadar™: People And Talent Technology, Q1 2016 by Forrester

5. 4
My Vision and Potential Impact on Challenges
As I grow my network and proficiency in HCM, I hope I can implement my vision to create the next
generation of products that are scalable, robust and support business growth
Strategic Imperatives
While the short term focus
will be on immediate
needs, medium term goal
is to address strategic
business capabilities
Build Awareness
Participate in industry
discussions and leverage
social media to build
customer awareness and
industry consensus
Technology First Mover
Create proof-of-concepts
and encourage my team to
leverage new technologies
in our products
 Most product development teams are often burdened with
addressing tactical solutions based on current market demands
 They are left with little or no bandwidth to create a product
roadmap that aligns with medium or long term business strategy
 One of my priorities will be build a standing bridge between IT
and business and allocate sufficient time and expenses to
address strategic imperatives
 Industry forums are premier venues for SMEs and analyst to
voice their opinion and influence market direction
 Social media too has gathered momentum in sharing and
discussing ideas and analyzing current market / client scenarios
 By being active through both those channels, I will have a good
pulse on current and future trends
 Clients and vendors still use legacy solutions due to “wait and
see” outlook for new technologies
 This leaves them behind the curve and then struggling to catch
up with disruptive innovations
 By encouraging teams to build proof-of-concepts and taking
training on new technologies, my goal will be one of the first
movers in adopting new technologies that will benefit HCM
solutions .
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Challenges on Page3 not addressed
Challenges on Page 3 addressed