3 BIG Trends from the Sierra-Cedar Annual HR Systems Survey

Mar 13, 2020 11:13:38 AM / by Select HR Tech

Stacey Harris has been a leading member of the HR practices and technology research community since 2007, with groundbreaking research on high-impact HR organizations, enterprise HR technologies, and key practices across the talent management spectrum. She is Vice President of Research and Analytics for Sierra-Cedar, in charge of Sierra-Cedar's Annual HR Systems Survey and Research.

At the upcoming Select HR Tech conference, June 9 - 11, 2020, Stacey will lead the Master Class By the Numbers: What’s Hot and What’s Not. In this video, Conference Chair Jeanne Achille chats with Stacey on the top 3 trends she identified when conducting the 2019 HR Systems Survey.

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TRANSCRIPT:

Jeanne Achille

If you had to tease out three top trends what did you notice in this year's research?

 

Stacey Harris

I think probably the three biggest ones that we found is, one: that talent management is definitely not working the way people wanted it to. We're seeing about 30% of organizations are planning to either evaluate or change in the next 12-24 months their current talent management primary system and/or their learning and development, or learning and recruiting systems.

 

Jeanne Achille

Really, wow. That’s big.

 

Stacey Harris

It's huge. And they only have had them for on average about five years. So we're not talking about the longest-running applications in place. Payroll can be in place for nine years. Core HMS for ten years. These have only been in place for five years, which means that they're not getting out of them what they want. So that's a big one.

 

Jeanne Achille

That is a big one and we're going to get to the next two in a moment. I'm curious, you know, we had a lot of focus on integrated talent management several years ago … so, is that what we're coming off of the back of? Where the promise of that just didn't deliver?

 

Stacey Harris

I think that's exactly it. I can remember going through the whole process of the employee lifecycle and how important it was and how that integrated talent management … and it's not to say that it's not important, but I think what happened is we forgot the outcomes we were trying to achieve …

 

Jeanne Achille

The employees.

 

Stacey Harris

Exactly. We were so focused on the experiences in the life cycle and all the sudden we were like “oh what was it we were doing with this” right? And so now I think …which actually leads to my next big finding is what sort of things organizations are putting in their regular HR reporting. The top three metrics are turnover and demographics and cost. Why organizations are spending so much time on those three things versus things like productivity (which only about 20% of organizations are investing there in their HR reporting)? Or even performance or learning … those are pretty easy things for us to get if we have our talent systems in place. Them not putting them on regular reporting means they're not measuring them.

 

Jeanne Achille

That means that we are focusing somewhat on the negative if we're focusing on turnover as opposed to learning and development. We need to flip that paradigm, don't we?

 

Stacey Harris

Exactly. And not just “oh we'll report on it when it’s asked”, but it should be part of our everyday process of reporting out to the company what we're doing as an organization and we're not right now. So that was a big one for me.

 

Jeanne Achille

Wow. So what's the third trend that you've noticed?

 

Stacey Harris

We've done a lot of research on what outcomes organizations are achieving as it relates to technology. And the thing that keeps coming up over and over again is that it doesn't matter what technology you have …  but how you implement it and how you use it going forward. I know that sounds pretty simple but we have some very prescriptive things that we found in the research this year about what ways you can do different types of change management and how you can think about HR system strategy and really what's important about how your organization sees HR. So just being seen as a strategic business partner aligns very closely to business outcomes. And executives in our research were much more likely to believe that HR was a strategic business partner than HR leaders themselves.

 

Jeanne Achille

I love that you touched on change management because that's such a big theme at the Select HR Tech conference. We are very focused on what does it look like after the buy. How do you manage those change issues?

 

Stacey Harris

I think the most important thing probably for people who have been in this industry for a little while is to realize that change management has changed itself.  When I first got into HR technology and doing implementations the idea was you did a change project … you did a change management effort for a project … so it had a beginning, a middle and an end.

 

Jeanne Achille

Yes, well-defined.

 

Stacey Harris

Well defined. You knew what you were trying to achieve … it was a little bit of training … it was little bit of communications and then we were done … we moved on to the next project. That's not how the world works these days. So what we're seeing in our data, at least, and what I think the market is saying as a whole is that there is this idea of continuous change management …and for everything that you're doing as far as you're an HR technology ecosystem, you're thinking about how you're communicating on a continuous basis. You're measuring adoption … that's part of change management … you're measuring usage … it's a data-driven change management approach is what I would say.

 

Jeanne Achille

Interesting. Interesting. Well of course our attendees at Select HR Tech are going to be able to learn more about this. Stacey is going to be joining us as a speaker there.  

 

Join Stacey at Select HR Tech

 

 

Topics: HR Technology, Stacey Harris, hr technology experts, Jeanne Achille, Sierra-Cedar

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