Scalable HR Integrations for Better Data Analytics: Challenges & Solutions
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The document discusses the importance of data-driven HR in organizations, highlighting the need for effective data integration and analytics to improve decision-making and operational efficiency. It outlines the workplace analytics maturity model, common challenges in integration, and various integration approaches. Key takeaways emphasize the necessity of a scalable integration strategy and the use of API-based solutions for better HR outcomes.
Scalable HR Integrations for Better Data Analytics: Challenges & Solutions
- 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
- 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 [email protected] https://harbinger-systems.com/ Consulting Team (HR + Technology)
- 25. Thank You Q&A Please write to us at [email protected] https://harbinger-systems.com/
Editor's Notes
- #13: Align text Need to talk about this Number of data sources Type of data access (import/export, APIs, any other?) Restrictions and access per contracts Partnership roadmap Alternate options, if any Alternate methods used by end customers (manual processes, use of non- standard tools) Need for configurability Feasibility of getting pre-processed data (ERP, CRM, Task Management tools)
- #23: v