Hr technology capability model analytics ppt powerpoint presentation layouts deck

Description:

The image is a PowerPoint slide titled "HR Technology Capability Model". It presents a table categorizing the evolution of HR technology from 1996 to the current state, segmented into four periods: HR Tech 1.0 (1996-2003), HR Tech 2.0 (2003-2009), HR Tech 3.0 (2009-2015), and HR Tech 4.0 (2015-Current). Each period shows the maturity of HR technology in terms of strategy, processes, service delivery, direct access for employee and manager self-service, and reporting and analytics.

For HR Tech 1.0:

1. HR technology strategy: There was no strategy or central ownership of HR technology.

2. HR processes: Processes were not optimized and customer-centric.

3. HR service delivery: There was no or limited SaaS (Software as a Service).

4. Direct access with employee self-service/manager self-service (ESS/MSS): No or limited direct access.

5. Reporting and analytics: Only basic reporting with no metrics or KPIs.

For HR Tech 2.0:

1. HR technology strategy: HR technology not well aligned to organizational objectives.

2. HR processes: A mix of manual and automated processes.

3. HR service delivery: Partial SaaS or hybrid models.

4. Direct access with ESS/MSS: Some direct access, but user experience not optimized.

5. Reporting and analytics: Largely operational reporting with limited investment in analytics, few established metrics, and KPIs.

For HR Tech 3.0:

1. HR technology strategy: HR is aligned to the organization's broader objectives with the ability to effectively respond to business needs.

2. HR processes: Core processes are automated and harmonized.

3. HR service delivery: HCM SaaS solutions; some emerging technologies applied.

4. Direct access with ESS/MSS: Direct access with solid adoption and user experience.

5. Reporting and analytics: Enterprise-wide dashboard and analytics; established metrics and KPIs.

For HR Tech 4.0:

1. HR technology strategy: Central governance established by the HR tech CoE; HR is viewed as a strategic partner helping drive the organization's broader objectives/roadmap.

2. HR processes: Processes are fully automated, harmonized, and optimized.

3. HR service delivery: Full SaaS; advanced use of emerging technologies (AI, automation).

4. Direct access with ESS/MSS: High degree of direct access, including use of emerging channels (chat, voice); full adoption and strong user experience centered on "moments that matter".

5. Reporting and analytics: Fully integrated intelligence platform; leading metrics and KPIs; strategic business insights.

The slide is aimed at presenting the advancement and impact of HR technology on organizational capability and is noted to be "100% editable."

Use Cases:

Such a slide could be employed across various industries to illustrate the progression and adoption of HR technology:

1. Technology:

Use: Showcasing HR tech advancements.

Presenter: HRIS Manager

Audience: HR team, IT specialists

2. Healthcare:

Use: Explaining the impact of HR tech on healthcare administration.

Presenter: Healthcare Administrator

Audience: Hospital management, admin staff

3. Manufacturing:

Use: Demonstrating the integration of HR tech in manufacturing operations.

Presenter: Operations Manager

Audience: HR personnel, production managers

4. Education:

Use: Discussing the evolution of HR tech in educational institutions.

Presenter: Academic HR Director

Audience: University administrators, staff

5. Finance:

Use: Outlining HR tech development in financial services.

Presenter: Chief Financial Officer

Audience: Finance and HR teams

6. Retail:

Use: Detailing HR tech's role in improving retail workforce management.

Presenter: Retail HR Manager

Audience: Store managers, HR staff

7. Hospitality:

Use: Describing HR tech's contribution to hospitality management.

Presenter: Hotel HR Director

Audience: Hotel managers, HR team