E-HR E-HR

HR as knowledge system,HR as knowledge system,

E-recruiting, HR self-serviceE-recruiting, HR self-service

Abhijit Ghosh Abhijit Ghosh

Mizoram University Mizoram University

AgendaAgenda

Topics for the next three classesTopics for the next three classes

ProjectProject– TeamsTeams– AssignmentAssignment

Discussion/LectureDiscussion/Lecture

Other topics of interestOther topics of interest

E-HR: Transforming HR from a E-HR: Transforming HR from a cost center to a strategic weaponcost center to a strategic weaponTechnology creates an opportunity to do things Technology creates an opportunity to do things quite differently quite differently Original investment in HR systems was Original investment in HR systems was motivated by:motivated by:– Elimination of paperElimination of paper– Productivity changesProductivity changes– Staff trimmingStaff trimming

Value now lies in:Value now lies in:– Capacity to support new and changing ideasCapacity to support new and changing ideas– Sustain competitive advantageSustain competitive advantage

What is to be achievedWhat is to be achieved

Systems now permit:Systems now permit:– Centralized systems (e.g., comp) across Centralized systems (e.g., comp) across

entire organization (even global)entire organization (even global)– Undertake HR innovationsUndertake HR innovations– Response quickly to government regulations Response quickly to government regulations

and company policy changesand company policy changes– Provide increase in quality to employeesProvide increase in quality to employees

Accomplished by:Accomplished by:

Centralized service delivery—integrated across Centralized service delivery—integrated across all HR functionsall HR functionsModern call centersModern call centersEmployee administration of benefits and policy—Employee administration of benefits and policy—self-service HR transactionsself-service HR transactionsInformation access via corporate Intranet, Information access via corporate Intranet, interactive voice responseinteractive voice responseAutomatic generation of bulletins, reports, data Automatic generation of bulletins, reports, data for governmentfor governmentEffective use of outsourcingEffective use of outsourcing

Types of Knowledge dealt with by Types of Knowledge dealt with by HRHR

Core HR Knowledge:Core HR Knowledge:– Underlying structure and logic of benefits and policiesUnderlying structure and logic of benefits and policies– How and why co. defines its employee groupsHow and why co. defines its employee groups– Relevant gov. regulationsRelevant gov. regulations– Policies of other relevant org.s (e.g., unions)Policies of other relevant org.s (e.g., unions)

Knowledge about employeesKnowledge about employees– Skills, special arrangements, vacation, family, etc.Skills, special arrangements, vacation, family, etc.– Employee and retiree groupsEmployee and retiree groups– Contracts with employee and unionsContracts with employee and unions

More knowledgeMore knowledge

Knowledge about presentation and use of Knowledge about presentation and use of knowledgeknowledge– Different presentations for employees, family Different presentations for employees, family

members, managers, auditors, healthcare members, managers, auditors, healthcare – How employees put their questions?How employees put their questions?– Life events and company eventsLife events and company events– What needs to be in a plan description/policy What needs to be in a plan description/policy

manual?manual?

More knowledgeMore knowledge

Company specific benefitsCompany specific benefits– Specific configuration of benefits and policiesSpecific configuration of benefits and policies– Benefit plan design; knowledge of how people Benefit plan design; knowledge of how people

use benefits, employee demographicsuse benefits, employee demographics– Competitors’ plansCompetitors’ plans– WorkflowWorkflow

Healthcare providersHealthcare providers– Ways to determine coverage of an employeeWays to determine coverage of an employee– Equivalent drugsEquivalent drugs

More knowledgeMore knowledge

Benefit providersBenefit providers– Product offeringsProduct offerings– Geographical rangeGeographical range– Financial soundnessFinancial soundness

OutsourcingOutsourcing– FirmsFirms– Temp agenciesTemp agencies– Compensation specialistsCompensation specialists

More knowledgeMore knowledge

Compensation issuesCompensation issues– Stock options (including stock price history; board Stock options (including stock price history; board

actions)actions)– Performance management Performance management

Diversity issuesDiversity issues

IT PartnersIT Partners– How to interface to employee data in ERPHow to interface to employee data in ERP– How to drive HRIS process to make it knowledge How to drive HRIS process to make it knowledge

systemsystem– How to generate reportsHow to generate reports

Goal of HR knowledge systemGoal of HR knowledge system

Answering employees’ questions and Answering employees’ questions and assist during self-service transactionsassist during self-service transactions– Get info to employees automaticallyGet info to employees automatically– Coaching on how to complete formsCoaching on how to complete forms– Push what employees need to knowPush what employees need to know

Increasing the responsiveness of HRIncreasing the responsiveness of HR

Change the way decisions are madeChange the way decisions are made

Knowledge systemKnowledge system

HRIS: conventional systems (Peoplesoft, HRIS: conventional systems (Peoplesoft, SAP, Oracle, Baan)SAP, Oracle, Baan)– Offers automation of HR process: enrollment Offers automation of HR process: enrollment

and repository of dataand repository of data– Integrate and share with other ERP modulesIntegrate and share with other ERP modules– Generate broad array of reportsGenerate broad array of reports

Designed to bring efficiencies of current Designed to bring efficiencies of current practices; can’t respond to changespractices; can’t respond to changes

Data warehousingData warehousing

Model of HR-related data from a variety of Model of HR-related data from a variety of sourcessources– Includes all sorts of information about policies, Includes all sorts of information about policies,

practices, employeespractices, employees– Ways of accessing the data and making Ways of accessing the data and making

sense of themsense of them

Knowledge systemKnowledge system

Encoding of knowledge about company policies, Encoding of knowledge about company policies, HR procedures, benefit plans, etc.HR procedures, benefit plans, etc.

Key here is that knowledge is coded explicity—Key here is that knowledge is coded explicity—not just implicit in datanot just implicit in data

Possible componentsPossible components– Knowledgebase: specialized database where Knowledgebase: specialized database where

knowledge is stored (e.g., eligibility constraints, rules knowledge is stored (e.g., eligibility constraints, rules on what must appear in a plan description. on what must appear in a plan description.

– Editing tools for entering data and keeping it curentEditing tools for entering data and keeping it curent– Algoritm for using knowledge correctlyAlgoritm for using knowledge correctly

Knowledge versus HRISKnowledge versus HRIS

In HRIS, knowledge is implicit in software and In HRIS, knowledge is implicit in software and datadataIn knowledgebase, editing of code by subject In knowledgebase, editing of code by subject matter experts puts policies explicitlymatter experts puts policies explicitlyCan reason (provide information not only about Can reason (provide information not only about current situations, but potential future—if subject current situations, but potential future—if subject matter experts put this in system)matter experts put this in system)Self-service systems are good examples of Self-service systems are good examples of problems (person has to look and find problem, problems (person has to look and find problem, rather than system being set up to answer rather than system being set up to answer problems)problems)

HRIS systems good, integrate data and HRIS systems good, integrate data and transactions; off-the-shelf functionality, transactions; off-the-shelf functionality, and conform to enterprise data modeland conform to enterprise data model

However, does not allow people to be However, does not allow people to be proactive in looking to answer questions of proactive in looking to answer questions of usersusers

What one should look for in What one should look for in commercial knowledge systemcommercial knowledge system

Knowledge itself: templates for wide range of benefits, Knowledge itself: templates for wide range of benefits, policies which must be set for particular companypolicies which must be set for particular companyKnowledge editing tools: to define how things work in a Knowledge editing tools: to define how things work in a particular company and to keep knowledge up to date; particular company and to keep knowledge up to date; tools should enable testing and should generate reports tools should enable testing and should generate reports on how knowledge is being usedon how knowledge is being usedCompany specific content (forms, documents, policies, Company specific content (forms, documents, policies, plans): this data gathering process should involve plans): this data gathering process should involve procedures for examining company documents, procedures for examining company documents, interviewing peopleinterviewing peopleMethodology for systems deployment: installing, Methodology for systems deployment: installing, populating databases, integrating with other databases, populating databases, integrating with other databases, training, verifying datatraining, verifying data

Vendors--continuedVendors--continued

Should have easy interfaces to data in Should have easy interfaces to data in existing databases (HRIS)existing databases (HRIS)

Interfaces to other common systemsInterfaces to other common systems

Ability to link online documents—Ability to link online documents—government regulations, government regulations,

Performance ManagementPerformance Management

““The role of HR is to be a strategic The role of HR is to be a strategic business partner within the company, not business partner within the company, not to be a bureaucrat. Yet human resources to be a bureaucrat. Yet human resources is burdened with the performance-is burdened with the performance-management process every year or every management process every year or every quarter and it detracts from what they can quarter and it detracts from what they can really offer to the company.” Matt Park, really offer to the company.” Matt Park, Human Asset TechnologiesHuman Asset Technologies

HistoricallyHistorically

ManualManual

Paper-based assessmentPaper-based assessment

Did not load information into databaseDid not load information into database

Organizations did less frequently than they Organizations did less frequently than they want because of cumbersome systemswant because of cumbersome systems

Web-based performance Web-based performance managementmanagement

Uses email notificationUses email notification

Can be done quicklyCan be done quickly

Web-based means can be accessed anywhereWeb-based means can be accessed anywhere

Can be broader—assess different competencies Can be broader—assess different competencies at different times and different behaviors under at different times and different behaviors under each competencyeach competency

More frequently did performance management, More frequently did performance management, faster responses in completing it.faster responses in completing it.

On-line recruitingOn-line recruiting

Familiarize yourself with the InternetFamiliarize yourself with the Internet

Research the marketResearch the market

Define the target audienceDefine the target audience

Determine your search needsDetermine your search needs

Compare costsCompare costs

Continue experimentingContinue experimenting

E-recruitingE-recruiting

Since about 1995, huge increase in e-Since about 1995, huge increase in e-recruitingrecruiting

Projections are that it could be $60 Projections are that it could be $60 businessbusiness

All organizations have web presenceAll organizations have web presence

Search engines facilitate finding some, but Search engines facilitate finding some, but not all relevant positionsnot all relevant positions

Questions:Questions:

QuestionsQuestions

How does an organization effectively use How does an organization effectively use the Internet to find qualified individuals?the Internet to find qualified individuals?

What are the best practicesWhat are the best practices

How can an organization find those not How can an organization find those not currently looking?currently looking?

What are major trends in e-recruiting?What are major trends in e-recruiting?

How do we evaluate e-recruiting?How do we evaluate e-recruiting?

How effective has this been?How effective has this been?

Familiarize yourself with the Familiarize yourself with the InternetInternet

Benchmark other companies. See who is Benchmark other companies. See who is doing well, what you like, listen to others doing well, what you like, listen to others about discuss exemplarsabout discuss exemplars

Try to understand out things work on the Try to understand out things work on the Internet if you are unfamiliarInternet if you are unfamiliar

Actually take a class rather than rely upon Actually take a class rather than rely upon others to explain it to you—learn the others to explain it to you—learn the basicsbasics

Research the marketResearch the market

What can the Internet offer to you?What can the Internet offer to you?

Consider using an online index or directory Consider using an online index or directory to find out which recruitment services are to find out which recruitment services are available (e.g., Google; Yahoo)available (e.g., Google; Yahoo)

Visit sites to get more informationVisit sites to get more information

Find out the size and makeup of the Find out the size and makeup of the candidate poolcandidate pool

See if this fits budgetSee if this fits budget

Define the target audienceDefine the target audience

Each org has unique recruitment needs and thus you Each org has unique recruitment needs and thus you want to be exposed to different types and numbers of want to be exposed to different types and numbers of applicantsapplicants– Some what huge exposureSome what huge exposure– Others want to target certain groups who tend to surf in Others want to target certain groups who tend to surf in

particular areas or might use key words (cf Google)particular areas or might use key words (cf Google)

Need to determine who is visiting your site, not just Need to determine who is visiting your site, not just numbersnumbersBe concerned also about geographical considerationsBe concerned also about geographical considerationsBe cognizant of diversity issuesBe cognizant of diversity issues– Certain ages, racial groups might be more or less likely to use Certain ages, racial groups might be more or less likely to use

Internet or surf in particular waysInternet or surf in particular ways

Key for success is narrowing searchKey for success is narrowing search

Determining your search needsDetermining your search needs

Different search services offer different needs Different search services offer different needs – Some store resumes in a database (registered Some store resumes in a database (registered

employers perform searches)employers perform searches)– Some allow employers to create profiles of their Some allow employers to create profiles of their

organizations and post their jobs (allowing applicants organizations and post their jobs (allowing applicants to send in resumes)to send in resumes)

– Some services do job-matching (storing resume and Some services do job-matching (storing resume and job posting online and actively contacting both parties job posting online and actively contacting both parties when there appears to be a matchwhen there appears to be a match

Last seems good, but often uses key words; Last seems good, but often uses key words; success depends on selecting correct key success depends on selecting correct key words; also should not use generic titles (admin)words; also should not use generic titles (admin)

Compare costsCompare costs

Some services free; others priceySome services free; others pricey

Have to weight what you get for the priceHave to weight what you get for the price

Continue experimentingContinue experimenting

Internet is totally dynamicInternet is totally dynamic

No single answersNo single answers

Look for new trendsLook for new trends– What image is created by web site?What image is created by web site?– Manipulating key wordsManipulating key words

On-line recruiting issuesOn-line recruiting issues

One issue is how to attract potential One issue is how to attract potential employees even though neither are employees even though neither are looking at a certain time (I have a job now, looking at a certain time (I have a job now, the economy will improve so want people the economy will improve so want people to ramp up)to ramp up)

Skills-based marketingSkills-based marketing

Currently have applicant tracking system Currently have applicant tracking system which enable companies to identify top which enable companies to identify top talent with such tools as:talent with such tools as:– Skills-based screeningSkills-based screening– PrescreeningPrescreening– Ranking featuresRanking features– Candidate alertsCandidate alerts

Still wait for openings to advertise Still wait for openings to advertise positionspositions

Skills-basedSkills-based

Some idea of general skills you will need Some idea of general skills you will need in the futurein the future

Solution is to advertise for skills you will Solution is to advertise for skills you will need, rather than by job-openingneed, rather than by job-opening

Branding and reputationBranding and reputation

E-recruiting forces a company to come to E-recruiting forces a company to come to grips with brand and reputation on grips with brand and reputation on potential employeespotential employees– Monster.com has better information about Monster.com has better information about

company’s employees than company company’s employees than company – External world better idea of company’s External world better idea of company’s

workforce because of database of workforce because of database of competenciescompetencies

Internet recruiting strategiesInternet recruiting strategies

Company web pagesCompany web pages

Job-posting boardsJob-posting boards

Internet advertisingInternet advertising

Proactive candidate searchesProactive candidate searches

Issues related to internet recruitingIssues related to internet recruiting

Application processingApplication processing

Quality versus quantityQuality versus quantity

Future strategiesFuture strategies

Company web pagesCompany web pages

Permits any look company wantsPermits any look company wants

Advertisements can be linked to corporate sitesAdvertisements can be linked to corporate sites

Can configure with search engines, enabling Can configure with search engines, enabling candidates to do searches, can also manipulate candidates to do searches, can also manipulate what comes up firstwhat comes up first

Sites enable on-line application or resume Sites enable on-line application or resume postingposting

Effectiveness depends upon frequency of Effectiveness depends upon frequency of updates and site maneuvabilityupdates and site maneuvability

Company web pages-2Company web pages-2

Recruiting pageRecruiting page– Company informationCompany information– Job openingsJob openings– Search functionSearch function– Apply now!: submit resumes onlineApply now!: submit resumes online– Career agent: Career agent:

feature allows applicants to complete detailed skills feature allows applicants to complete detailed skills profile; profile; can receive information about current jobs also can receive information about current jobs also emails on future job openingsemails on future job openings

Web pages--3Web pages--3

ImprovementsImprovements– Enhance site maneuverability (shorten link Enhance site maneuverability (shorten link

paths)paths)– Increased searching capability (allowing more Increased searching capability (allowing more

focused and productive job hunting)focused and productive job hunting)– Special features allowing applicants to Special features allowing applicants to

declare race and sex separately for EEO declare race and sex separately for EEO compliancecompliance

Job posting boardsJob posting boards

Electronic job-posting boards allow Electronic job-posting boards allow companies to:companies to:– Advertise job openings for fee (can range Advertise job openings for fee (can range

from minimal annual fee to large amt. )from minimal annual fee to large amt. )– Search board’s database of resumes posted Search board’s database of resumes posted

without posting own job openingswithout posting own job openings

May increase effectiveness of job-postings May increase effectiveness of job-postings by linking postings on major boards to own by linking postings on major boards to own Web sitesWeb sites

Job posting boards-2Job posting boards-2

Major Boards UsedMajor Boards Used– Monster.comMonster.com– Career CityCareer City– On-line career centerOn-line career center– EastbandEastband– Diversilink (and other diversity sites)Diversilink (and other diversity sites)– AJB (America’s job bank)AJB (America’s job bank)– Wall Street Journal site (WSJ.com)Wall Street Journal site (WSJ.com)– Career MosaicCareer Mosaic– Hot JobsHot Jobs

Job posting boardsJob posting boards

Evaluation of various boardsEvaluation of various boards– How user-friendly is it?How user-friendly is it?– What other companies post there (especially What other companies post there (especially

competitors)?competitors)?– How easy is site to access in the first place?How easy is site to access in the first place?– Is there a searchable resume database?Is there a searchable resume database?– What are the returns?What are the returns?

Critical things to considerCritical things to consider

Do not depend on one highly competitive Do not depend on one highly competitive board for all postingsboard for all postings

Do not post jobs everyone…site does Do not post jobs everyone…site does mattermatter

Continue changing strategiesContinue changing strategies

Internet advertisingInternet advertising

Banner advertising at job boards and other Banner advertising at job boards and other recruiting sitesrecruiting sites– Can help create name recognitionCan help create name recognition– Point to certain positionsPoint to certain positions– Help to create brandHelp to create brand

AdvertisingAdvertising

Things to considerThings to consider– Site location (industry, job boards) makes a Site location (industry, job boards) makes a

differencedifference– Advertising with links makes it easy to get to Advertising with links makes it easy to get to

job postingsjob postings– The type of advertising is importantThe type of advertising is important

Can buy key wordsCan buy key words

Can by locationCan by location

Can just be in your faceCan just be in your face

Proactive candidate searchesProactive candidate searches

May use the Internet to identify candidate pools from May use the Internet to identify candidate pools from which to actively recruit for positionswhich to actively recruit for positions– Can do manually (have people search posted resumes) (cool)Can do manually (have people search posted resumes) (cool)

Search engines to identify potentially related sites (industry chat Search engines to identify potentially related sites (industry chat group)group)Identify contact at site who can identify potential applicants Identify contact at site who can identify potential applicants Actively recruit those seen as qualifiedActively recruit those seen as qualified

– Can do automatically (extremely cool)Can do automatically (extremely cool)Develop software (robot) known as a “spider” capable of retrieving Develop software (robot) known as a “spider” capable of retrieving resumes of qualified candidates even if they are not seeking resumes of qualified candidates even if they are not seeking employment actively. Spider:employment actively. Spider:

– Visits sites (automatically) related to specific job openingsVisits sites (automatically) related to specific job openings– Follows all links within a siteFollows all links within a site– Reads all documentsReads all documents– Retrieves any resumes foundRetrieves any resumes found

Applicant processingApplicant processing

Automatic resume postingAutomatic resume posting (I-Post) (I-Post)– Linked to company’s web site and allows candidate to submit Linked to company’s web site and allows candidate to submit

resumes online; can also add resumes sent other ways (such as resumes online; can also add resumes sent other ways (such as email)email)

Resume screening (Resumix): database of resumesResume screening (Resumix): database of resumes– Duplicate screening (remove same resumes or old ones using Duplicate screening (remove same resumes or old ones using

key words)key words)– Quality screening (remove those, manually, not competitive)Quality screening (remove those, manually, not competitive)– Compiles professional/college applicantsCompiles professional/college applicants– Screens by key wordsScreens by key words

For nonapplicants, take resumes from spiders and For nonapplicants, take resumes from spiders and compiles into database then to recruiterscompiles into database then to recruiters

Processing--2Processing--2

Online interviewingOnline interviewing– Some job boards (e.g., Career Bridge) Some job boards (e.g., Career Bridge)

screens applicants with a set of online screens applicants with a set of online interview questionsinterview questions

Individuals interested in a position submit answers Individuals interested in a position submit answers to questions—written by hiring managerto questions—written by hiring manager

Hiring manager use answers as a screening tool Hiring manager use answers as a screening tool for “soft skills” and other competencies that may for “soft skills” and other competencies that may not be on a resumenot be on a resume

Pull out these individuals for interviewsPull out these individuals for interviews

Recruiting metricsRecruiting metrics

Metrics to assess the effectiveness of Metrics to assess the effectiveness of different e-recruiting methodsdifferent e-recruiting methods– Time to interview, acceptance, or declineTime to interview, acceptance, or decline– Analysis of accepted and declined offersAnalysis of accepted and declined offers– Average time to fillAverage time to fill– Cost to hireCost to hire– Source of hireSource of hire– Volume of good resumes/all resumesVolume of good resumes/all resumes

Internet recruiting in the futureInternet recruiting in the future

As more search firms start to use Internet, they will come As more search firms start to use Internet, they will come into competition with individual companiesinto competition with individual companiesAs companies become more skilled in Internet searches, As companies become more skilled in Internet searches, expert services will develop and companies will expert services will develop and companies will outsourceoutsourceDatabases will start to use additional information (such Databases will start to use additional information (such as willingness to relocate, salary level, willingness to as willingness to relocate, salary level, willingness to travel)travel)Recruiting sites will include more video and audioRecruiting sites will include more video and audioConsolidationConsolidationNiche job boardsNiche job boards

Self-service--GoalsSelf-service--Goals

Improve services to employees and Improve services to employees and managersmanagersIncrease access to informationIncrease access to informationReduce administrative costsReduce administrative costsEnable the HR function to serve the Enable the HR function to serve the organization more strategicallyorganization more strategicallyEliminate process steps/approval/foprmsEliminate process steps/approval/foprmsEnhance technological image of Enhance technological image of organizationorganization

Self-service applicationsSelf-service applications

Employee communications (HR policies; Employee communications (HR policies; FAQs)FAQs)401(k) or pension services401(k) or pension servicesOpen enrollmentsOpen enrollmentsBenefits inquiriesBenefits inquiriesTraining registrationTraining registrationPersonal inquiryPersonal inquiryPersonal data maintenancePersonal data maintenance

Applications--moreApplications--more

Time card entryTime card entryWithholding changes, deductionsWithholding changes, deductionsElectronic paystubsElectronic paystubsVacation, leave requestsVacation, leave requestsFamily status changes/life event changesFamily status changes/life event changesServices for retireesServices for retirees

*All tend to be employee focused*All tend to be employee focused

Applications—moreApplications—more

New trends are management applicationsNew trends are management applications– Travel and expense managementTravel and expense management– Purchase ordersPurchase orders– Time card approval and reportingTime card approval and reporting– Budget analysisBudget analysis– Management reports (headcount, salary listings)Management reports (headcount, salary listings)– Employee change actions (transfers, promotions)Employee change actions (transfers, promotions)– ApprovalsApprovals– Leave managementLeave management

Applications--moreApplications--more

Newest trends are in Strategic Applications: Newest trends are in Strategic Applications: acquiring, developing, and managing key talentacquiring, developing, and managing key talent– Online job applicationsOnline job applications– Job requisitions by managersJob requisitions by managers– Employee stock handlingEmployee stock handling– Skills managementSkills management– Salary actionsSalary actions– Bonus actionsBonus actions– Staff developmentStaff development– Succession planningSuccession planning– Workforce planningWorkforce planning

How people accessHow people access

WebWeb

Toll free phonesToll free phones

Interactive Voice Response (IVR)Interactive Voice Response (IVR)

Call centerCall center

KiosksKiosks

Commercial productsCommercial products

Big ERP vendorsBig ERP vendors– PeopleSoftPeopleSoft– OracleOracle– SAPSAP– LawsonLawson

Specialized corporate portal softwareSpecialized corporate portal software– WorkscapeWorkscape– TalxTalx– PlumtreePlumtree– AuthoriaAuthoria

SecuritySecurity

Single sign-onSingle sign-on

Data encryptedData encrypted

Corporate VPNsCorporate VPNs

Corporate ExtranetsCorporate Extranets

Security cardsSecurity cards

Business case for self-serviceBusiness case for self-service

MetricsMetrics– Average cost per transactionAverage cost per transaction– Cycle time reducedCycle time reduced– Headcount changesHeadcount changes– Return on investmentReturn on investment– Employee satisfactionEmployee satisfaction– Inquiries to service centerInquiries to service center

Obstacles in implementationObstacles in implementation

Cost of ownership/limited budgetCost of ownership/limited budget

Security fears, concern over privacySecurity fears, concern over privacy

Other HR initiatives taking priorityOther HR initiatives taking priority

Technical infrastructure not in placeTechnical infrastructure not in place

Lack of technical skills to implementLack of technical skills to implement

Unable to show business benefitUnable to show business benefit

Requirements for successRequirements for success

Adequate budgetAdequate budget

CEO commitmentCEO commitment

Collaboration between HR and ITCollaboration between HR and IT

Process designProcess design

Marketing and communicationMarketing and communication

Access by all employeesAccess by all employees

Metrics Metrics