It’s not the size of the data; it’s what you do with it.
No term in the history of business applications has generated more fodder than the term big data. As vendors frantically push in-memory databases, data warehouses, intergalactic analytics and dashboards that make your head spin, most organizations are left wondering how any of it helps an employee, manager or executive make better decisions when and where they need it – while they are doing their jobs. But if you have experienced Amazon.com or similar software, you understand the power of an intelligent, contextual engine. Based on information about you, people like you, and business data around what you are trying to accomplish, the system makes specific recommendations for you to make better choices instead of forcing you to choose from a list of seemingly infinite possibilities.
HR applications should work the same way, and at SumTotal they do. While the idea of Workday and Oracle applications linking with Salesforce.com is on the right track, these types of approaches need to go further. What we are hearing from our customers is they want the ability to provide new information in context to allow people to take in-the-moment actions on new data in the context of the work they are doing. WithSumTotal elixHR™, the only open, context-aware platform for HR, you can get the right information – taken from multiple data sources within your environment – delivered to your people where they are working. SumTotal doesn’t just integrate with a handful of business applications; you can have immediate access information from 150 other systems, including applications like Jira and Salesforce, available on the Talent Expansion Suite 2013. In addition, elixHR recommends specific actions you can take to address the information you are seeing right then and there, usually with the click of a button, increasing the likelihood of a successful outcome. HR and learning leaders don’t need another system that just tracks and record what people did. They need tools that help organizations perform better, in real time.
The ugly truth about human resource information system (HRIS) consolidation and the move to ERP and core HR integration
The myth is that the only way to get a single source of truth about how to leverage your workforce is to consolidate everything on a single system. This works out well for those vendors pushing core HRIS, but in reality, most organizations have between four to seven HRIS systems at any given time – some of which need to be kept in local regions or have been highly customized over long periods of time. What the Oracle, Workday and Salesforce partnership is suggesting is that you can’t get everything you need from a single vendor, and they are right about that. Technologies must be open, and vendors need to play well with others. Integrating core HR with financial systems is a good first step, but what about the integration of all the other critical information, such as assessments, succession, background checks, development plans, learning plans, in addition to outside information such as LinkedIn? For most chief human resource officers (CHRO) and chief learning officers (CLO), HRIS consolidation will never be practical and linkages from financial systems and core HR is just scratching the surface
With SumTotal, you can create a virtual system of record across all employee data that negates the need for rip and replace and includes integration with a much broader range of systems. With SumTotal’s elixHR platform and our partnership with SnapLogic, you can get the outcome you need without having to consolidate to one system from one vendor.
Organic, single-vendor functionality is inherently limiting.
Small, single-purpose vendors claiming organically created solutions can deliver everything better may also be missing the mark. Speaking to a group of leading human capital management (HCM) industry analysts recently, none individually were able to articulate how ‘organic’ truly benefits customers., By their definition, organic means they built it themselves, meaning they can deliver a freshly brewed set of generic processes that work for a subset of the market where shallow functionality is considered good enough.
For companies that have been at this for a while there is value in deep functionality that addresses the requirements of industrial strength HCM. The benefit of best-in-class technology is that it’s had time be battle-tested in such industries as transportation, energy, financial services, and has the capability to expand as customer needs mature. SumTotal, includes the best-in-class solutions and practices, in addition to finely tuned data model that goes deep on functionality as a customers’ needs evolve. What this means is that customers aren’t betting their HR strategy on a shallow solution to extend beyond its own capabilities as needs evolve and mature. For multi-national, decentralized organizations – particularly those in heavily regulated industries like healthcare, education, pharma, oil and gas, manufacturing, financial services, state and local government, transportation – compliance, specificity and scale are top requirements for HR and learning management, and the ability to have more choice and flexibility is crucial.
Humans aren’t capital. Talent is boundless.
There are two major things that HCM and customer relationship management (CRM) have in common. First, they are built to track mostly linear business processes that have a start and end – such as opportunity-to-close, order-to-cash. Second, because of the process orientation, they are built to record, track and analyze data to inform human decisions. These are critical to the operational efficiency of every company and these days are considered to be the staples of any best practice. However, humans still are the ones making decisions no matter how small or large, which is why HR solutions need to be delivered and thought about differently.
Talent is not synonymous with human capital. Talent is what lives inside each individual and is an infinite resource for companies that find new ways to inspire, empower and develop individuals and teams to continuously make better decisions and drive better outcomes. Talent is infinitely adaptable when boundaries are removed and empowerment is present. SumTotal solutions are built on this fundamental philosophy. We believe by putting people in the middle of our strategy, not the technology, our customers’ workforces are the most productive and engaged in the world. In fact, four out of the top five best places to work are SumTotal customers.
Learn more about unlocking the potential of your people at www.sumtotalsystems.com/context-aware