1.
Scalable HR Integrations for Better Data Analytics
Challenges & Solutions
Shrikant Pattathil Vibhuti Agarwal
President Senior Consultant

2.
Poll #1 – Demographic
What’s your current role in your organization?
a. CHRO or HR Leader
b. HR Manager
c. HR Consultant
d. HRTech Vendor
e. Data, Integration Specialist
f. Others

3.
• Need for Data-Driven HR and its relevance in
organizations
• Aspects of Workplace Analytics Maturity Model
and how to correlate it with your needs
• Understand typical challenges in data
integrations and how to solve them
• How to decide on an integration approach for
your organization
By the end of
this session,
you will learn

4.
Why is Data-Driven HR
Important?

5.
Poll #2 – Use of Analytics
Is your organization using HR and employee data while making decisions?
a. Yes, we are 100% data driven
b. Yes, but only to some extent
c. No
d. Don’t know

6.
• Create a Culture and Strategy around
data and data governance
• Focus on outcomes as opposed to
record keeping
Features of a Data Driven Org.
Data
Strategy
Data
Culture
Data
Governance

7.
Data Analytics for Front Line Managers
• Better HR decision making
• Using data to monitor operations
• Productivity
• Employee Safety, Employee
Wellbeing
• Recruitment

8.
Workplace Analytics Maturity Model
Level 1 – Operational Reporting
Level 2 – Advanced Reporting
Level 3 – Advanced Analytics
Level 4 - Predictive Analytics
ATS Talent Learning Payroll HRIS Emp.
Engagement
… n
Volume,
Time, Cost
of Hire
Quality of
Hire
Business
Outcome

9.
Example – Metrics in Applicant Tracking
Time to fill Time to hire Source of hire
First-year
attrition
Quality of hire Cost per hire
Application
completion rate
Vacancy rate Fill rate
Applicants per
hire
Qualified
candidates per
hire
Time in workflow
step
Pass-
through/Convers
ion rate
Reach for hire
Yield ratio Source quality
Offer acceptance
rate
Hired to goal
Candidate Net
Promoter Score
- Most of metrics (12 out of 19) are primarily dependent on data generated by ATS
- The other 7 have dependency on Job Boards, HRIS(TM) and Payroll

10.
HR Data Analytics -
Challenges and Solutions

11.
Poll #3 – Challenges
What challenges do you foresee for transforming to a data-driven organization?
(multiple-choice)
a. Lack of a data strategy
b. Legacy systems unfit for data exchange
c. Too many disconnected systems
d. Lack of budget
e. Lack of expertise

12.
Integration Challenges
This is a sample text.
Insert your desired
text here.
Access to data via
APIs
Access to business
and financial data
Access to
Productivity data
Lack of Integration
Strategy

13.
Need for Integration
Strategy

14.
SaaS Integrations
84% of ISVs and Enterprises feel that API integration is
critical or very critical to their business strategy
- 2020 State of API Integration Report by CloudElements
Through 2020, integration work will account
for 50% of the time and cost of building a digital
platform​
- Gartner research on Hybrid Integration Platform
AWS AppFlow was launched for data
exchange between AWS and SaaS apps​
- AWS Press release on April 22, 2020

15.
Fragmented v/s Integrated Systems
Payroll System

16.
Broken Workflow Example
Chances of errors are
high if filter is
incorrect
System allows
only PDF
Using 3rd part tool
or manually
Change format as
per Payroll System
Uploads Report
No real-time data processing
leading to longer wait time and lot of
manual efforts
Access reporting
module

17.
Integrated Workflow Example
Real-time data processing
leading to shorter duration without any manual overhead
Real time
T&A reports
Add missing data
using Payroll
system
Change data format
to make it
compatible with the
payroll system
Meaningful
data
customization
Data Mapping and
Transformation
Custom Connector / Framework / EBS

18.
3 Integration Approaches
Buy
Open Source
Build

19.
Buy
Dell Boomi, MuleSoft…
Open Source Build
 Across Organization
 No Budget Constraints
 Mission Critical
 Realtime Access
 Large Volume
 Premium Support
Integration Approach 1

20.
Buy
Open Source
WSO2, StackStorm…
Build
 Across Departments
 No license fee
 Mission Critical
 Realtime Access
 Mid-Large Volume
 Basic Support (augment with IT team or vendor)
Integration Approach 2

21.
Buy Open Source
Build
Custom solution on
Azure, AWS
 Many In-house Systems
 No license fee
 Mission Critical
 Realtime Access
 Mid to Low Volume
 Internal IT/Vendor Support
Integration Approach 3

22.
Summary

23.
Key Takeaways
• HR needs to have a data-driven approach for
driving better outcomes
• Workplace Analytics Maturity Model
• Scalable integrations strategy is a must for creating
a data driven HR organization
• API-based Integrations
• Integration approach should be based on
complexity and budget
• 'Buy', ‘Open Source', and ‘Build'

24.
Lalit Suhas MaheshkumarSayali Vibhuti Smita PrachiUtkarsh
Strategy Technology UX Design Product Management
Thank You Q&A
Consulting@harbingergroup.com
https://harbinger-systems.com/
Consulting Team (HR + Technology)

25.
Thank You Q&A
Please write to us at Consulting@harbingergroup.com
https://harbinger-systems.com/