How the Future of HR Technology is Set to Change

Shefali Vasave | September 20, 2021 | 18 views

A PwC study shows that over 58% of businesses deploy HR technology for attracting and retaining new talent. With the Covid-19 pandemic, HR analytics and automation are slated to embed deeper into the people management framework. The demand for optimal HR tech will put it at the heart of a global transformation in the workplace.

While HR professionals will see a drastic rise in their responsibilities, HR tech is evolving even faster. Therefore, keeping up with the latest trends in HR can prove critical in meeting business objectives.

The unprecedented demand for tech in workforce management is demonstrated by the fact that by 2022, the HR technology market will surpass $10 billion and there is a reason for that.

Covid-19 led disruption in HR management

The role of HR has acquired a new dimension post-pandemic, going from supporting a business to driving much of its momentum through its employees. In addition, it has forced organizations to modify their priorities about their workforce.

A Harris Poll survey of U.S. employees reveals that about 48% of employees reported feeling isolated from co-workers and 42% felt their career progression has been impacted due to lack of in-person interactions. As a result, employee learning, mentoring, engagement, mental health and all-round wellness are more important than ever. And HR technology is rapidly taking shape to cater to this new outlook.

Most successful organizations share the awareness that people management is the key to achieving great heights in business. Taking a people-first approach will help mitigate the hurdles created in the aftermath of a global health crisis. Integrating technology into the fabric of HR management might be the answer.

The confluence of HR and technology

Now that companies manage a workforce scattered across various physical locations providing a boundless working environment is vital. Simulating an office atmosphere may not be completely possible, but recreating the workplace experience virtually with collaboration, communication, engagement at the core is within reach.

Recently, Miami-based startup, Mytaverse launched a VR platform to make remote work more productive and collaborative.

On the other hand, HR tech has revolutionized core HR processes as well. Increasingly, human resources professionals are relying on technology to automate everyday operations.

It has made paperwork redundant and reduced the scope of administrative duties, creating more efficiency and redirecting precious resources to be used in a strategy-driven manner. In addition, HR functions like payroll and compliance being digitized will make HR a powerhouse of strategy and analysis.

Performance management will also see tangible impacts. With the adoption of analytics across employee engagement, recognition and retention components, HR managers can make better data-backed decisions. 

The pandemic has also provided HR tech startups and software providers with much impetus to innovate new solutions. As a result, feature-rich platforms which offer end-to-end user journeys that align smoothly with every stage of the HR workflow are on the rise.

The rapid growth of the HR tech market demonstrates that organizations, too, recognize the need to upgrade their HR tech.


Hiring with Artificial Intelligence and Machine Learning

While onboarding and recruitment have always relied on technology, Artificial Intelligence (AI) and Machine Learning (ML) are further opening up avenues of optimization. Technology is no longer just the facilitator but a catalyst in the hiring and onboarding process, as proven by the recent launch of Engagement AITM.

The only way to improve the recruitment pipeline at scale is to automate the labor-intensive parts of the sourcing process with AI while optimizing candidates for quality. Today, recruiters manually reach out to candidates for each role only to receive a few responses. About 63% say that talent shortage and engagement from candidates is their biggest problem. Talenya's Engagement AITM converts ‘passive’ candidates into applicants without the extra work by optimizing and fully automating the process.

- Talenya CEO and Co-founder Gal Almog

Talenya, a leader in AI-powered hiring solutions, launched its fully automated talent sourcing software, Engagement AITM, to engage passive job seekers. The tool allows HR teams to be proactive in automating sourcing and contacting candidates who meet requirements. The tool further integrates with Talenya’s Diversity AITM to design talent search keeping the organization’s diversity goals in mind.

Software innovations like these take hiring to the next level by integrating organizational HR objectives into one powerful solution. Additionally, with the advent of cloud solutions, organizations have the opportunity to create a truly boundless HR process.

Is cloud-based HRMS the future?

Any discourse on HR tech is incomplete without the mention of cloud-based human resources management.

Today’s HR tech may have eliminated paperwork, but cloud solutions helped organizations put it into action. As a result, HR professionals can store, access and manage vast amounts of information through a centralized portal with virtually endless storage capacity and built-in data security.

Small businesses are especially making the most of cloud-based HR software solutions to move from an offline outdated HR function to a more future-ready setup. With single-point tracking, cloud platforms allow HR teams to manage workflows across all HR functions seamlessly.

In addition, the flexibility of the cloud and its ability to scale without extensive modifications has leveled the playing field for small businesses. As a result, they can compete better and scale faster.

Discovering new horizons of HR Management

The future of human resources technology is in good hands as providers and tech leaders continue to keep their eye on the future. Further, data analytics in HR is being used to gather insights into the workforce and to predict patterns and outcomes. For example, predictive analytics will be central to HR as more and more HR teams use it to identify which employees will be successful and most at-risk for turnover. But there is more.

Predictive data analytics allows HR teams to identify scope for optimization in areas of productivity, engagement and performance. Not only that, new tools enable HR teams to implement initiatives that boost performance. HR teams can add a layer of analysis to fine-tune processes to perfection with the continued mapping of these measures.

Final word

To put it simply, the confluence of HR and tech has created an exciting outlook for the function. While the pandemic may have left many repercussions in its wake, it has also exposed HR leaders to the potential of human resources technology to change the face of HR. From being a purely administrative function, HR will acquire a strategic advantage with the help of the latest technology in the future. Being open to solving challenges with the help of HR tech will prove crucial for forward-looking organizations in adopting upcoming technologies.

Frequently Asked Questions

How does cloud computing help maintain data security?

Data security features today are cutting edge and the cloud is no exception. Cloud solution providers today offer comprehensive data integrity that follows global compliance regulations as well. In addition, automation and self-service can further eliminate data manipulation and increase compliance with high-security benchmarks.

In what HR functions can data analytics be implemented?

Today’s human resources software offers data analytics and reporting across the board. Most HRIS functions offer data collection across recruitment, payroll and retention functions. However, with the rise of employee engagement and recognition, modern HR software solutions can now map and analyze data for workforce management.

How to improve adoption of new technologies within the organization?

A training program should help orient your employees to adopt new systems into their daily work. Ensure that HR teams develop fast and result-oriented programs that can be tracked for efficiency. It may not be an overnight process, but a dedicated program will enable the smooth implementation of new technologies.

Spotlight

Datum Recruitment Services

Datum Recruitment Services is an Executive Search firm focused on providing Recruitment Solutions to leading companies across the world. In India, we have offices in Ahmedabad and Mumbai. We also have representative offices across Africa. Our recruitment team possesses a unique blend of professional search experience, country knowledge and industry expertise. We place quality at the center of everything we do and solicit candid feedback at every opportunity in order to continually improve our service to clients. Our rigorous search process starts by gaining a thorough understanding of the strategic goals of each client, organisation structure, the specific leadership roles and competencies needed to meet those goals, and the culture of the organization.

OTHER ARTICLES
HR ANALYTICS

Purposeful Employee Well-being: Making Data-based Decisions

Article | June 3, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

Read More
EMPLOYEE EXPERIENCE

How SMBs Can Configure a Revenue-Generating Recruitment Tech Stack

Article | May 19, 2022

Assembling a winning recruitment tech stack is much like recruiting the right candidate. You’re bound to find people who match some of your requirements. There will be a few candidates who seem like a match but don’t tick every box. Then there are those that stand out because of a single quality. The recruitment tech stack has long served the HR departments in large organizations to streamline their people management. However, for small businesses, using an HR tech stack can be a big decision. According to a study by Goldman Sachs, 44% of small businesses had only three months of cash reserves during the pandemic. This forced them to be smarter with their resources when it comes to staffing. HR Recruitment Tech Stack for SMBs: The Status Quo Considering how HR as a department can be loaded with work in small and medium-sized organizations, it is imperative to have a tech stack that is well-rounded and cost-efficient. Since 2022, small businesses have faced the brunt of a talent shortage during the Great Resignation. “It's about capitalizing on the tailwinds as the economy heals and fully reopens.” Courtny Cloeter, Chief Revenue Officer at OneSource Virtual Talk about the great resignation, retention problems, and underfunctioning tech stacks. A National Federation of Independent Business report found that over 51% of small businesses couldn’t fill all their job openings in October 2021. According to Oracle’s report on the state of HR tech stack in 2020, HR managers of only 33% of small businesses consider HR tech stack as one of their top three issues. In addition, only 31% of small business HR teams report automating their people management processes. This leaves a lot on the table for SMBs who want to get the most bang for their buck. How HR in SMB’s Can Use Recruitment Technology to Improve Profitability SMBs that currently have a non-existent HR tech stack can look forward to gaining immediate benefits. According to Oracle’s report, 66% of SMBs reported seeing a significant improvement in efficiency. But efficiency is just the first step. In the age of talent shortages, remote workplaces, and mass resignations, SMBs can leverage a tech stack or tech recruiting platform to develop a winning hiring strategy. Let’s discover some of the benefits that could do wonders for the growth and revenue of SMBs. Attract Top Talent It goes without saying that quality workers benefit an organization much more than average workers. But the contrast between the two can mean either savings or a loss of thousands of dollars for small businesses. A McKinsey study reveals that in low-complexity jobs, high performers are 50% more productive, while the difference is 800% for high-complexity jobs. Developing a robust recruitment technology stack can drive high-qualified candidates faster to SMBs. Improve Employee Experience Hiring top talent is just the beginning. You need to retain that talent to save on hiring costs. That’s where employee experience comes in. A case study by Great Place to Work demonstrates how essential employee experience is. Brains on Fire, a creative agency, used employee surveys to increase their engagement score from 74% to 92% in just two years. Armed with the data from the survey, the small business refined its hiring process and boosted trust and engagement exponentially. SMBs will benefit greatly from a tech recruiting platform that includes engagement initiatives in its stack. Increase Productivity Increased productivity means higher revenue. In fact, Harvard Business Review reports that organizations that report 40% more productivity than average also have a 30–50% higher operating margin. That makes a massive difference for small and medium-sized organizations. How SMBs Are Using Recruitment Technology to Overcome Talent Shortages Recruitment Marketing The battle for qualified candidates starts way before a job application comes in. Many small businesses are making inroads into quality talent pools with recruitment marketing. For instance, many recruitment marketing tools allow organizations to instantly advertise on premier job sites. This saves time and helps SMB HR teams reach more candidates faster. Recruitment marketing tools are critical in the HR toolkit of SMBs. AI in Recruitment Tech Stack AI is a cross-functional technology in HR processes. With AI in recruitment, small businesses can maximize both time and resources to automate areas of hiring, candidate screening, interview scheduling and performance management. Data analytics can help uncover crucial insights into challenges, which can then be addressed with AI-based HR solutions. Conclusion: What Can Small Businesses Anticipate in the Future of Recruitment Technology? With technology recruitment, small businesses learn to tackle everything from hiring talent, managing performance and productivity, and shaping employee engagement. With technology, recruitment becomes more functional, performance-driven, and efficient. Small businesses can script tailored HR strategies that get the most out of their resources and deliver impressive results like it did for Brains on Fire. As SMBs continue to adopt modern tech recruiting platforms as their go-to HR management solution, they can shift their efforts towards strategic scaling. With a recruitment tech stack that scales with growing businesses, SMBs can sit back and focus on what matters: driving revenue. Frequently Asked Questions What are the technologies used in a tech recruiting platform? Some of the technologies used to leverage recruiting platforms include artificial intelligence, applicant screening and tracking, recruitment CRM tools, video interviewing tools, and training platforms. Is recruitment CRM a part of a modern recruitment tech stack? Yes. Recruitment Candidate Relationship Management (CRM) is used as part of the hiring process. It is used to manage all aspects of staffing and recruitment. It helps to build relationships with the talent pool and create a seamless hiring process. What are the must-haves in a recruitment technology stack? The must-haves of a recruitment stack are employee referral tools, email automation, video interviewing, CRM, social media automation, and job posting.

Read More
RECRUITMENT & RETENTION

How Key HR Metrics Can Inform Business Decisions

Article | May 12, 2022

Numbers tell a story, and with analytics at the center of decision-making, businesses are increasingly turning towards data to uncover insights. When it comes to people, organizations are warming up to people analytics to find insights that go beyond operational efficiencies. Although workforce analysis in HR has become a coveted skill, can its insights be concrete enough to inform major business decisions? The Crucial Role of HR Data and Analytics in Business Decision-Making As the role of HR expands from being mere record keepers to helping organizations achieve business objectives, uncovering human resources metrics becomes critical. Achieving synergy between HR goals and organizational objectives is crucial. Key HR metrics can benchmark performances, identify KPIs, forecast requirements, predict employee tenure, and design new initiatives. In addition, they can be used to secure more resources for HR initiatives. “Hiring is still a very subjective process, and one size does not fit all.” - Arran Stewart, Co-Founder and CVO 5 Strategic HR Metrics to Follow Closely The right people metrics can reveal critical gaps and even uncover patterns that need to be corrected. In addition, key HR metrics can inform senior leaders about the overall health of HR practices. Time to Hire According to SHRM, 42 days is the average time it takes to fill a vacancy and costs $98 per day on average, in addition to other recruitment costs. Needless to say, time to hire has a crucial impact on costs. Improving the time to hire will have a cascading effect on the entire hiring process, including candidate experience, talent sourcing, and even training. Time to Productivity Time to productivity is the time it takes, on average, for your employees to become accustomed to their roles. The lower it is, the better it can mitigate the damage done by employee turnover. When a new hire joins an organization, they are not completely hands-on yet. This impacts the team’s performance as other team members have to fill the gap. Retention Rate Considering how expensive it can be to hire an employee, losing them is just as costly, whether they are high performers or simply the wrong fit. Bad onboarding practices, culture, and low engagement are some of the reasons that create flight risk. Improving retention rates can have a dual impact on both hiring and turnover, which can save millions of dollars. Absenteeism Many organizations continue to consider employee absences as part of their business. However, this keeps them from understanding the direct and indirect impacts of absenteeism. Tracking the nature of absenteeism will help design better leave policies. Revenue per Employee In the end, running an enterprise is all about revenue. The revenue per employee metric quantifies the quality of the hired workforce. An Expert Market report revealed that tech giant Apple ranks first, making an impressive $1,865,306 per employee. This demonstrates the organization’s productivity quotient in a tech economy. What C-Suites Can Achieve by Entwining Finance and HR A synergy between HR and finance isn’t unknown, although in most organizations, it comprises finance shooting down HR’s spending requests. By opening up association channels between the two departments, C-suites can make the most of workforce intelligence and important HR metrics. It can help reveal critical gaps in process costs and the impact of HR strategies on financials. By monitoring strategic HR metrics and adopting a data-driven approach, HR teams can connect with finance teams about business strategy. The key is to demonstrate the value of different types of HR metrics. According to a Gallup study, high employee engagement directly impacts profitability with a 21% increase. It also improves productivity by 17%. Such important HR metrics build a compelling case for finance to approve investment in employee engagement software and initiatives. Conclusion: Making a Business Case with Important HR Metrics Building a business case is a matter of communicating in the language of finance: numbers. Insights into workforce intelligence can be used in many ways. For instance, data analytics firm Nielsen used HR analytics to decode the organization’s employee retention metrics. It conducted a financial impact study that found every percentage point decrease in its employee attrition rate could save the firm $5 million in business costs. The organization then got to work devising impactful retention initiatives that resulted in a 2% decrease in employee turnover and a corresponding savings of $10 million in costs. This is just one example of how HR teams can bring finance teams on board to develop HR initiatives and align with business strategies. Frequently Asked Questions How can an organization measure the importance of HR strategies? A combination of mapping important HR metrics and using predictive analytics for forecasting their effectiveness can help HR build a compelling case for the effectiveness of their strategies. What are the different types of HR metrics? The three types of key HR metrics include recruitment, performance, and HR cost. What is the most effective way to use HR metrics? Human resources metrics can be used to get insights but can also be used for benchmarking and predicting future performance and strategies.

Read More
HR ANALYTICS

4 Powerful Examples of HR Data Analytics in Action

Article | April 25, 2022

Data Analytics Applications That Are Positively Impacting HR Data analytics has some critical and timely applications in people management. According to SageHR, global data and business analytics revenues have grown by about 36% in just four years. The importance of HR analytics can be felt today more than ever in everything from attracting and onboarding talent to boosting employee morale. Diversity, Equity, and Inclusion It is possible to leverage HR data management to improve the diversity quotient of an organization. For example, companies can expand their candidate search with big data and present a clear picture of pay structures to uncover bias and create more diversity. Training and Development Skill gaps are a significant aspect of core HR responsibilities. Human resources analytics aims to dive deep into the organizational skill structure and draw insights that can help HR shape better learning and development initiatives. “Now AI, blockchain, robotic process automation, and machine learning provide opportunities to leverage technology to improve efficiencies for organizations and the HR experience for individuals.” - Scot Marcotte, Chief Technology Officer at Buck In addition to these crucial areas of HR management, data analytics in HR is driving growth and transformation across the human resources landscape. Let’s look at some of the ways industry leaders are using it to impact key HR metrics. Tackling Employee Turnover at HP With over 300,000 employees, Hewlett-Packard (HP) could not afford to dismiss HR data analytics as part of its efforts to retain employees. A turnover rate of 20% wasn’t unheard of in the organization’s sales division. HP naturally aimed to increase the average amount of time people stayed. Employees who leave an organization are leaving with their knowledge base, network, and even customers at times. For a company like HP, this means a loss of millions of dollars. With data scientists at the helm, the HR data analytics team took up the task of identifying employees who might be at risk of leaving. The exercise revealed several intricacies that would allow managers to build better retention strategies. For instance, if a promotion didn’t come with a significant raise, promoted employees were at a high risk of leaving. Siege reported that HP saved an impressive $300 million with data analytics in HR. People Analytics at Every Step at Google Google is the youngest firm in a league of industry leaders who attribute its success to having decades of history and reputation. Google owes much of its success to people analytics and data analytics in HR. The firm’s people analytics team reports directly to the VP. With predictive analytics, Google identifies hiring problems like salespeople leaving the company if they haven’t gotten a promotion within four years. In pursuit of better retention, Google has also developed an algorithm to predict which employees will be difficult to retain. In addition, the search giant uses analytics to analyze rejected resumes, so no top-notch candidates fall through the crack. The company has used data analytics to compare the value of top performers versus average ones to enable HR leaders to make a business case for better resources to hire, retain, and develop talent. Boosting Hiring Decisions with Facebook “The great thing about data is that it gives you a comprehensive view of the organization. It’s just not possible to get this 360-degree look on our own for most organizations.” -Alex Fink, VP of People Analytics and Workforce Strategy at Facebook Social media has long been used by companies to supplement screening and background checks. But can a platform like Facebook be used to predict personalities and work performance? A study by Kluemper, Rosen & Mossholder thinks so. The hiring rate provided by participants based on Facebook profiles in this study predicted a manager-rated job performance of 8%. Although a standard personality test delivers a higher predictive value than this, studies have shown that multiple predictors like IQ tests, interviews, and personality quizzes contribute to the most accurate predictive models for future work performance. Adding a Facebook personality test might just be the edge needed to predict job performance. Increasing Employee Retention at Nielsen Organizations using HR data management and analytics have seen a major breakthrough in employee retention. Data analytics firm Nielsen was among the first to do that. One of its financial impact studies found that a percentage point decrease in employee attrition leads to a whopping $5 million drop in business costs. Guided by these statistics, Nielsen’s data analytics team succeeded in identifying 120 key employees at risk of leaving. By running multiple programs to arrest the retention rate, Nielsen was able to reduce employee attrition by two percentage points and save $10 million. Conclusion: How Can Human Resources Analytics Continue to Be a Game Changer The importance of HR analytics is undisputed. These examples clearly demonstrate the business case for using data analytics applications in HR and using them to predict performance, identify patterns, and eventually develop HR management strategies. It helps to identify negative patterns and course-correct work strategies to maximize resources. From optimizing day-to-day HR operations to attracting top-notch talent to delivering a positive employee experience, HR data analytics is helping build agile HR processes. Frequently Asked Questions What are the areas of data analytics in HR? HR data analytics include descriptive, predictive, diagnostic, and prescriptive analytics. Who is responsible for HR data management and analytics? As data grows in importance, the role of HR expands to include data analytics skills as an integral part of them. HR analysts typically use data to draw actionable insights. What metrics are used to analyze HR data? Key metrics like absenteeism rates, overtime expenses, training expenses per employee, productivity, and employee happiness are the most significant data points in HR.

Read More

Spotlight

Datum Recruitment Services

Datum Recruitment Services is an Executive Search firm focused on providing Recruitment Solutions to leading companies across the world. In India, we have offices in Ahmedabad and Mumbai. We also have representative offices across Africa. Our recruitment team possesses a unique blend of professional search experience, country knowledge and industry expertise. We place quality at the center of everything we do and solicit candid feedback at every opportunity in order to continually improve our service to clients. Our rigorous search process starts by gaining a thorough understanding of the strategic goals of each client, organisation structure, the specific leadership roles and competencies needed to meet those goals, and the culture of the organization.

Related News

RECRUITMENT & RETENTION

Kim Belanger Promoted to Vice President of Finance and Human Resources by CDG

CDG | July 01, 2022

Kim Belanger has recently been promoted to Vice President of Finance and Human Resources, which Communications Data Group, Inc. (CDG) is happy to announce that Ms. Belanger is the new vice president of finance and human resources include managing the business's accounting operations, generating financial reports, keeping accounting records, interviewing and recruiting personnel, enforcing company policies and procedures, and managing pay, benefits, and leave. "Kim has been instrumental to CDG's success in her position as Assistant CFO, and we believe that as Vice President of Finance and Human Resources she will continue to help us develop our HR support tools and services and increase our financial health and preparedness." - Dewaine Wilson, CFO, CDG "Kim has been instrumental to CDG's success in her position as Assistant CFO, and we believe that as Vice President of Finance and Human Resources she will continue to help us develop our HR support tools and services and increase our financial health and preparedness." - Dewaine Wilson, CFO, CDG From 2008 to 2010, Kim Belanger worked for CDG as the controller. In 2017, she returned to the company as the assistant CFO. Kim has a wealth of experience in developing best financial practices, budgeting, forecasting, and financial accounting and auditing.

Read More

HR STRATEGY

MeridianLink Platform TazWorksTM Announces Tech Partnership with UKG

MeridianLink | June 22, 2022

MeridianLink’s premier employee background screening platform, TazWorksTM, announced that it has entered into a technology partnership with UKG, a prominent HR, payroll, and workforce management solutions provider. UKG is one of the largest collaborative partner networks for the Human Capital Management (HCM) industry that aims to help organizations improve business outcomes by enhancing employee experiences. Working with UKG adds another benefit for our clients by having both the UKG Ready and UKG Pro integrations available within the TazWorks platform. Through this partnership, our clients can now take full advantage of the potential that UKG offers to their customers. This is a very exciting time for MeridianLink and our network of CRAs.” Wesley Zauner, Vice President of Product, MeridianLink The partnership will enable TazWorks clients to access UKG HR’s functionalities and refine the compliance process while increasing efficiency. In addition, Consumer Reporting Agencies (CRAs) on the platform will be able to partner with UKG to deliver background verification services through the UKG Marketplace itself. At UKG, we strive to create lifelong partnerships with our customers by helping them create modern, meaningful people experiences to drive better business outcomes and anticipate employee needs beyond just work. By cultivating a highly engaged ecosystem of technology partners, including MeridianLink’s TazWorks, we’re able to help create a more seamless and empowering technology experience.” Mike May, Vice President of Technology Partnerships, UKG

Read More

EMPLOYEE EXPERIENCE

Productiv Revolutionizes the Digital Work Experience with SaaS Intelligence Platform

Productiv | October 21, 2021

leading software-as-a-service management provider Productiv introduced an enhanced version of its flagship product -- the SaaS Intelligence Platform -- to enable CIOs to provide better governance, increase operational velocity and improve employee engagement. Productiv’s solution gives IT departments better visibility into app usage, spend and compliance, enables greater automation of workflows and policies and offers the ability to deliver personalized digital employee experiences at scale.Talent shortages and the “Great Resignation” are threatening to constrain enterprise growth, and this situation is not expected to change anytime soon. As a result, enterprises are focusing on attracting and retaining the best talent, and CIOs in particular are being tasked with providing employees with a world-class digital work experience. But the digital employee experience is currently suffering due to too much SaaS, which has led to a fragmented and difficult to manage hybrid/remote work environment where only 45% of company apps are being used regularly. In a recent survey, 71% of workers say the quantity of tools available to them is increasing complexity and hindering productivity. SaaS Intelligence is a new data-driven approach that empowers CIOs to drive the best digital employee experience for their distributed workforces in an environment of SaaS sprawl, by providing businesses with actionable insights about their application portfolio. SaaS Intelligence works by capturing billions of employee app engagement data points, which are then cross referenced with HR, enterprise procurement and policy data and finally integrated with other benchmarking data. This processed data is fed into proprietary machine learning and deep learning models that power real-time recommendations for businesses. These recommendations can include the most relevant or high ROI apps for an employee, apps with highest compliance risks and app licenses that should be downgraded or de-provisioned due to low use. Other new capabilities of the platform include: Productiv AppCenter: A clean, easy to navigate app marketplace experience provides employees with instant access to best-of-breed tools approved and managed by a company’s IT department. AppCenter enables end-to-end, rapid app self-provisioning through integrations into existing IT systems and processes, such as IT ticketing or Identity Access Management systems. Improved Okta Integration: Productiv’s dynamic app-usage driven license automation integrates with Okta, leading to alignment of app spend based on usage and improved policy compliance. Intelligent workflow automation: IT companies can accelerate operations through automation of the app request, approval, licensing process and other custom workflows that bolsters a company’s risk posture, policy enforcement and saves months of IT time spent on custom scripting and manual scaling. Early customers are reporting three times faster app delivery and 49% reduction in “ungoverned” apps also known as “shadow IT.” Productiv’s SaaS Intelligence Platform provides companies with the following benefits: Engaged Employees: Unparalleled employee app engagement analytics help IT to deliver personalized employee experiences and recommendations, leading to higher app adoption, usage and engagement and ultimately higher employee satisfaction with the digital experience. Operational Velocity: Productiv’s platform increases IT productivity and speeds operations by enabling policy and workflow automation and getting rid of tedious manual processes associated with launching apps. Data-Driven Governance: By providing instant detection of unsanctioned apps, and visibility into app usage, Productiv helps companies to collaborate with line of business stakeholders across the company to drive innovation and plan better while ensuring the right level governance for applications. “By providing delightful, personalized digital work experiences, CIOs are becoming even more impactful executives,Productiv’s SaaS Intelligence Platform enables companies to make sure that wherever their employees may sit, they have the tools they need to thrive." -Jody Shapiro, CEO and co-founder of Productiv. Mike Hamilton, Head of Information Technology at Databricks,Attracting and retaining top talent is a strategic imperative at Databricks. One of the ways my IT team does this is by providing our employees with the best tools and digital experiences to help them do their best work. We are leveraging Productiv's SaaS Intelligence Platform on this journey to deliver highly personalized employee experiences. Kendall Collins, CMO of Okta,The world is shifting to identity-first for employee and customer experiences. Productiv is redefining the digital experience for employees through SaaS Intelligence, and we are excited to be a part of their journey through our integration. Sunny Azadeh, CIO of GlobalLogic,Productiv’s SaaS intelligence platform provides us with tremendously valuable data and actionable insights. With this we’re able to increase the visibility, adoption and ROI of our app investments while improving our compliance and risk posture. About Productiv Productiv is the data-driven, enterprise SaaS Intelligence Platform for the modern CIO. Companies like Fox, Uber and Zoom use Productiv to create a system of record for their SaaS portfolios with the most detailed view into how software is actually used. With robust data and insights, IT is able to unlock new transformational change for their organizations while more efficiently executing on day-to-day operations. Founded in 2018 and backed by Accel, IVP and Norwest Venture Partners, we are on a journey to transform how you think about SaaS and the impact it can have on your organization.

Read More

RECRUITMENT & RETENTION

Kim Belanger Promoted to Vice President of Finance and Human Resources by CDG

CDG | July 01, 2022

Kim Belanger has recently been promoted to Vice President of Finance and Human Resources, which Communications Data Group, Inc. (CDG) is happy to announce that Ms. Belanger is the new vice president of finance and human resources include managing the business's accounting operations, generating financial reports, keeping accounting records, interviewing and recruiting personnel, enforcing company policies and procedures, and managing pay, benefits, and leave. "Kim has been instrumental to CDG's success in her position as Assistant CFO, and we believe that as Vice President of Finance and Human Resources she will continue to help us develop our HR support tools and services and increase our financial health and preparedness." - Dewaine Wilson, CFO, CDG "Kim has been instrumental to CDG's success in her position as Assistant CFO, and we believe that as Vice President of Finance and Human Resources she will continue to help us develop our HR support tools and services and increase our financial health and preparedness." - Dewaine Wilson, CFO, CDG From 2008 to 2010, Kim Belanger worked for CDG as the controller. In 2017, she returned to the company as the assistant CFO. Kim has a wealth of experience in developing best financial practices, budgeting, forecasting, and financial accounting and auditing.

Read More

HR STRATEGY

MeridianLink Platform TazWorksTM Announces Tech Partnership with UKG

MeridianLink | June 22, 2022

MeridianLink’s premier employee background screening platform, TazWorksTM, announced that it has entered into a technology partnership with UKG, a prominent HR, payroll, and workforce management solutions provider. UKG is one of the largest collaborative partner networks for the Human Capital Management (HCM) industry that aims to help organizations improve business outcomes by enhancing employee experiences. Working with UKG adds another benefit for our clients by having both the UKG Ready and UKG Pro integrations available within the TazWorks platform. Through this partnership, our clients can now take full advantage of the potential that UKG offers to their customers. This is a very exciting time for MeridianLink and our network of CRAs.” Wesley Zauner, Vice President of Product, MeridianLink The partnership will enable TazWorks clients to access UKG HR’s functionalities and refine the compliance process while increasing efficiency. In addition, Consumer Reporting Agencies (CRAs) on the platform will be able to partner with UKG to deliver background verification services through the UKG Marketplace itself. At UKG, we strive to create lifelong partnerships with our customers by helping them create modern, meaningful people experiences to drive better business outcomes and anticipate employee needs beyond just work. By cultivating a highly engaged ecosystem of technology partners, including MeridianLink’s TazWorks, we’re able to help create a more seamless and empowering technology experience.” Mike May, Vice President of Technology Partnerships, UKG

Read More

EMPLOYEE EXPERIENCE

Productiv Revolutionizes the Digital Work Experience with SaaS Intelligence Platform

Productiv | October 21, 2021

leading software-as-a-service management provider Productiv introduced an enhanced version of its flagship product -- the SaaS Intelligence Platform -- to enable CIOs to provide better governance, increase operational velocity and improve employee engagement. Productiv’s solution gives IT departments better visibility into app usage, spend and compliance, enables greater automation of workflows and policies and offers the ability to deliver personalized digital employee experiences at scale.Talent shortages and the “Great Resignation” are threatening to constrain enterprise growth, and this situation is not expected to change anytime soon. As a result, enterprises are focusing on attracting and retaining the best talent, and CIOs in particular are being tasked with providing employees with a world-class digital work experience. But the digital employee experience is currently suffering due to too much SaaS, which has led to a fragmented and difficult to manage hybrid/remote work environment where only 45% of company apps are being used regularly. In a recent survey, 71% of workers say the quantity of tools available to them is increasing complexity and hindering productivity. SaaS Intelligence is a new data-driven approach that empowers CIOs to drive the best digital employee experience for their distributed workforces in an environment of SaaS sprawl, by providing businesses with actionable insights about their application portfolio. SaaS Intelligence works by capturing billions of employee app engagement data points, which are then cross referenced with HR, enterprise procurement and policy data and finally integrated with other benchmarking data. This processed data is fed into proprietary machine learning and deep learning models that power real-time recommendations for businesses. These recommendations can include the most relevant or high ROI apps for an employee, apps with highest compliance risks and app licenses that should be downgraded or de-provisioned due to low use. Other new capabilities of the platform include: Productiv AppCenter: A clean, easy to navigate app marketplace experience provides employees with instant access to best-of-breed tools approved and managed by a company’s IT department. AppCenter enables end-to-end, rapid app self-provisioning through integrations into existing IT systems and processes, such as IT ticketing or Identity Access Management systems. Improved Okta Integration: Productiv’s dynamic app-usage driven license automation integrates with Okta, leading to alignment of app spend based on usage and improved policy compliance. Intelligent workflow automation: IT companies can accelerate operations through automation of the app request, approval, licensing process and other custom workflows that bolsters a company’s risk posture, policy enforcement and saves months of IT time spent on custom scripting and manual scaling. Early customers are reporting three times faster app delivery and 49% reduction in “ungoverned” apps also known as “shadow IT.” Productiv’s SaaS Intelligence Platform provides companies with the following benefits: Engaged Employees: Unparalleled employee app engagement analytics help IT to deliver personalized employee experiences and recommendations, leading to higher app adoption, usage and engagement and ultimately higher employee satisfaction with the digital experience. Operational Velocity: Productiv’s platform increases IT productivity and speeds operations by enabling policy and workflow automation and getting rid of tedious manual processes associated with launching apps. Data-Driven Governance: By providing instant detection of unsanctioned apps, and visibility into app usage, Productiv helps companies to collaborate with line of business stakeholders across the company to drive innovation and plan better while ensuring the right level governance for applications. “By providing delightful, personalized digital work experiences, CIOs are becoming even more impactful executives,Productiv’s SaaS Intelligence Platform enables companies to make sure that wherever their employees may sit, they have the tools they need to thrive." -Jody Shapiro, CEO and co-founder of Productiv. Mike Hamilton, Head of Information Technology at Databricks,Attracting and retaining top talent is a strategic imperative at Databricks. One of the ways my IT team does this is by providing our employees with the best tools and digital experiences to help them do their best work. We are leveraging Productiv's SaaS Intelligence Platform on this journey to deliver highly personalized employee experiences. Kendall Collins, CMO of Okta,The world is shifting to identity-first for employee and customer experiences. Productiv is redefining the digital experience for employees through SaaS Intelligence, and we are excited to be a part of their journey through our integration. Sunny Azadeh, CIO of GlobalLogic,Productiv’s SaaS intelligence platform provides us with tremendously valuable data and actionable insights. With this we’re able to increase the visibility, adoption and ROI of our app investments while improving our compliance and risk posture. About Productiv Productiv is the data-driven, enterprise SaaS Intelligence Platform for the modern CIO. Companies like Fox, Uber and Zoom use Productiv to create a system of record for their SaaS portfolios with the most detailed view into how software is actually used. With robust data and insights, IT is able to unlock new transformational change for their organizations while more efficiently executing on day-to-day operations. Founded in 2018 and backed by Accel, IVP and Norwest Venture Partners, we are on a journey to transform how you think about SaaS and the impact it can have on your organization.

Read More

Events