Stories from the Market - PowerPoint Presentation

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Towers Watsons 2012 HR Service Delivery Survey Results October 2012 All attendee phone lines are on mute The Attendee Control Panel contains panes that can be expanded or collapsed on the left side of each pane Panes include the ID: 783215

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Slide1

Stories from the Market

Towers Watson’s 2012 HR Service Delivery Survey Results

October

2012

Slide2

All attendee phone lines are on mute.

The

Attendee Control Panel

contains panes that can be expanded or collapsed +/- on the left side of each pane. Panes include the Audio Pane and Questions Pane.If you are joining the webinar using VoIP, please note that audio quality can vary based on your audio software/hardware manufacturer as well as your operating system.To switch audio formats during the webinar — in the Audio Pane, select either Use Telephone or Use Mic & Speakers. If switching to the telephone, be sure to enter the Audio PIN noted in your Control Panel.The Questions Pane will allow you to submit questions. If you would like to ask a question — please type it in via the Questions box.Please feel free to submit your questions throughout the presentation.

Housekeeping Items

Slide3

Today’s Presenters

Derek BeebeHR Technology, Sales and Marketing Leader, AmericasTowers Watson

JT Woodson

Data, Surveys & Technology, Sales, AmericasTowers Watson2

Slide4

Introduction to Towers Watson’s research

HR Service Delivery Survey

An annual survey of HR service delivery practices that includes trends in technology, shared services, employee/manager self-service and talent management, now in its 15th yearParticipants in the survey included HR and IT managers from more than 600 companiesThe results shown in this presentation are based on the global results

Slide5

Setting the context

Businesses are going through

significant changeIt has never been more critical that HR be highly effective at supporting business changes while simultaneously reducing its cost structureDespite strenuous efforts, HR needs to make a more fundamental shiftHR in the future must be more agile to keep up with changing business needsContinued global expansion will require increased focus on key growth and emerging marketsThe evolving HR technology marketplace will be a key enabler of HR’s agility

Slide6

Main trends in HR service delivery 2012

Shared services is viewed as the key to success

for HR organizations looking to meet efficiency and cost-saving objectives

HR is in restructuring mode to be more efficient and cost-effective

atrix relationships provide a governance tool while still serving business unit and geographic needs

Talent systems remain the top HR service delivery

issue

and SaaS solutions are viewed as the most effective

Portals are prevalent

and can tie it all

together,

but they

still aren’t reaching their

potential:

eeping pace with mobile devices, maintaining content and increasing personalization continue to challenge organizations

HR technology spending remains steady

with a mix of enhanced functionality, upgrades and new implementations and the

HRMS market continues to shift toward SaaS

Global payroll is challenging,

but more global/multinational organizations are driving toward it

Slide7

Towers Watson’s 2012 HR Service Delivery Survey Results

Key Findings

Slide8

While a single HR function is the most prevalent HR structure, geographic and/or business unit matrix relationships are popular for global/multinational organizations…

Current Structure of HR

FunctionHR Business Partners tend to be aligned with the business unit and Shared Services align with geography

KEY FINDING #1

Slide9

Polling Question #1Do you anticipate changing your HR structure in 2012 or 2013?

YesNo

Slide10

… HR is in restructuring mode to be more efficient and cost-effective…

Do You Anticipate Changing Your Current HR Structure in

2012 or 2013?n = 612Reasons for Changing Current HR Structure

28%

2011

KEY FINDING #1

Slide11

…And shared services is viewed as the key to success

Anticipated Changes to HR

Structure in 2012 or 2013Base: those anticipating making a change n = 271. The most common responses in the Other category include changes within existing framework (14 mentions), new structure yet to be determined (11 mentions), and increased centralization or regionalization (7 mentions).

KEY FINDING #2

Slide12

…For organizations of all sizes

Does your organization use HR

Shared Services (HRSS)/Contact Center to Deliver HR Services?

KEY FINDING #2

The outsourcing movement has slowed:

In 2010, external models were comprised of 15% onshore and 8% offshore

Slide13

But the lines aren’t so bright, even in large organizations

Does Current or Soon-to-be-Implemented Delivery Model

Include the Following Features?Hybrid roles continue to exist — even in large organizationsCommunities of Interest, Shared Resource Pools and Virtual COEs are emerging features in service delivery models for organizations of all sizes“Traditional” HR services also may be delivered outside of HR

KEY FINDING #2

Slide14

Talent systems remain the top HR service delivery issue

= 606Top HR Service Delivery Issues (Top Three by Frequency)6%10%40%

22%

19%

12%

10%

22%

14%

19%

14%

13%

11%

10%

KEY FINDING #3

Slide15

…And fuel the growth and acceptance of globally deployed self-service applications

Employee Self-Service Functionality In Place Now

Operations Located In:

Asia Pacific

Canada

Europe

Middle East/Africa

Latin America

United States

Change personal data

46%

58%

51%

47%

37%

78%

View pay stub/pay slip

44%

54%

40%

33%

22%

84%

View total compensation and/or benefit statement

31%

36%

33%

27%

19%

54%

View vacation/sick-time usage and balances

55%

51%

46%

40%

26%

73%

Update skills, competencies, education, certifications

36%

41%

39%

41%

34%

53%

Update performance goals and results

52%

55%

54%

52%

48%

64%

View career ladders/job-level definitions

21%

28%

24%

23%

21%

27%

Identify/enroll in learning and development opportunities

41%

45%

43%

41%

38%

64%

Review career development possibilities and priorities

22%

27%

23%

25%

31%

Begin “onboarding or joiner administration” before start date by updating personal data, taxes, benefits, orientation, etc. via the Web

18%

17%

18%

13%

32%

“Offboard or leaver administration” as employees exit the organization

23%

16%

18%

19%

12%

19%

KEY FINDING #3

Slide16

SaaS Best-of-Breed applications are viewed as most effective

Function

Manual vs. BoB

HRMS vs.

BoB

Onboarding/joiner

administration

Competency models



Compensation — Sales/incentive

Performance management (

goal-setting

, assessment)



Compensation — Global

grading/Job leveling

Compensation — Market analysis/survey

management



Compensation — Plan

design and analysis



(-72%)

(-64%)

(-63%)

(-56%)

(-52%)

(-19%)

(-32%)

(-28%)

(-27%)

(-30%)

Top five largest gaps in effectiveness

Percent fewer of organizations

reporting effectiveness using

Manual or HRMS compared to Best-of-Breed (

BoB

) solutions*

remains to be seen if recent HRMS investments will close the gap in key talent management functions

KEY FINDING #3

* Best-of-Breed solutions used for this comparison are specifically SaaS/vendor hosted solutions.

Slide17

HR technology spending remains steady…

HR Technology Spending v. Prior Years

2009 Survey n = 331 2010 Survey n = 453

2011 Survey n = 437

2008 Survey n

= 382

2012 Survey

= 599

KEY FINDING #4

Slide18

Polling Question #2Do you think your HR technology spending will change in 2013?

Increase significantly (>20%)Increase moderately (<20%)

Stay about the same

Decrease moderately (<20%)Decrease significantly (>20%)17

Slide19

…With a mix of enhanced functionality, upgrades and new implementations

Factors Accounting for Increased HR Technology Spend in 2012

Base: those expecting increased HR technology spending n = 189.

KEY FINDING #4

Slide20

… and the HRMS market continues to shift toward SaaS

–new SaaS selections

(34%) has doubled since 2010 (17

%) …19Is Your Organization Currently Implementing or Planning to Implement a New Primary HRMS?New HRMS Chosenn = 618

KEY FINDING #4

72%

18%

10%

Yes, new HRMS has been

chosen

Yes

currently

evaluating

options

Slide21

… Increasing the opportunity to streamline processes

Approvals/Reviews Required When

Managers Initiate HR/Pay TransactionsEventManager Approvals

HR Administrator/Service Center Reviews/Verifies Prior to Update

None ↔ Comprehensive

HR Generalist/Business Partner Role

Manager Notification Only

Average Number of Additional Manager Approvals

No Review

Receives Notification Only

Approves Exceptions Only

Approves All

Creates a new position

12%

24%

40%

24%

49%

22%

13%

17%

22%

53%

Candidate selection

20%

32%

34%

14%

53%

23%

12%

10%

18%

20%

14%

48%

Promotion

11%

31%

39%

19%

49%

22%

13%

12%

14%

17%

11%

58%

Annual salary change

10%

27%

35%

28%

46%

22%

11%

16%

20%

16%

13%

51%

Off-cycle salary change

29%

41%

21%

43%

22%

17%

13%

15%

11%

63%

Voluntary termination

41%

37%

16%

56%

21%

10%

19%

36%

39%

Involuntary termination

20%

30%

34%

16%

40%

24%

14%

15%

16%

71%

(n = 273 – 291)

(n = 251 – 265)

(n = 255 – 271)

KEY FINDING #4

Slide22

Portals are prevalent and can tie it all together…

What HR portal technology are you currently using?

n = 355n = 599Does your organization utilize an HR Portal?

KEY FINDING #5

17%

20%

Yes

, we have an HR Portal that is available to HR

only

Yes

, we have an HR Portal that is available to both HR and

employees

No, we have no plans to develop an HR

Portal

, but we are working to develop

Portal

60%

Slide23

…But they still aren’t reaching their potential

Which of the following describes challenges with

your existing HR portal?n = 328Does your HR portal provide a personalized experience?n = 370

KEY FINDING #5

Slide24

Polling Question #3Do you have an HR portal deployed within your organization?

Yes – High utilizationYes – Moderate utilization

No – Plan to deploy within next 6 months

No – No current plans to deploy23

Slide25

Global payroll is challenging, but more global/ multinational organizations are driving toward it

Payroll Strategy

n = 332Does Your Organization Have a Single Payroll Vendor/System?n = 338

KEY FINDING #6

Yes, it is not part of our core

HRMS

34%

12%

32%

22%

, with no plans to consolidate

Yes

, it is part of our core

HRMS

, but we are working to consolidate

them

Slide26

Why the need to change HR now?

HR functions

continue to evolve and change due to economic challenges and evolving business needs — agility is keyLeading HR functions are taking advantage of this economic cycle to re-establish themselves as strategic players in the business:Streamlining transactional workIncreasing the skills of their HR professionalsWorking across traditional HR silosCapitalizing on SaaS technologies2012 will continue to be challenging, and HR will be pressed to continue to refine its organizational model and drive more efficiency

Slide27

If you’

d like to submit a question….

Please type your question into the

Questions pane and click the send button

Slide28

Additional Information

http://

www.towerswatson.com/hrsdsurvey

Slide29

http://core.ihrim.org

Slide30