Trends in Human Capital Management Technology

 

We were privileged to join our partner, Ceridian, for their Partner Summit for a conversation between Ray Wang, Founder & CEO, Constellation Research and Raja Nucho, Global Head of Partner Alliances Programs, Ceridian discussing trends and outlook for HCM technology and digital transformation. 

Ray highlighted 3 trends. Clients want a unified solution that provides analytics, automation, and AI. Integrations don’t work that well and clients are looking for business driven solution that are agile and resilient. 

Ceridian named a leader in Gartner’s 2020 Magic Quadrant

Clients are seeking tools and resources to support return to work. They are looking for flexible solutions to support hybrid work models under the “new normal.” As global organizations bring employees back to the office, new workforce management tools and solutions are needed to support onsite, remote, and hybrid work structures.

Diversity, equity and inclusion is on everyone’s radar and the focus has shifted from nice to have to business priority. CHRO’s are looking for tools to support data driven decisions. Metrics, analytics, and data delivered on a daily basis are required to support DEI transformation.

If you are one of the many organizations with an on premise HCM solutions and it is time to upgrade, HRComputes is here to guide your organizations selection and implementation.

In the HCM SaaS environment ecosystem, partner relationships are key to bringing value to the client.  It begins with ensuring product roadmap alignment and partner collaboration to deliver on client requirements. The last mile of implementation and optimization is crucial for client success to ensure that client’s needs are addressed to ensure lifecycle value. 

We look forward to continuing working with Ceridian as a partner. They have been named as a leader in the Gartner’s 2020 Magic Quadrant with other market leaders such as Workday, Oracle, UKG, and SAP. We are pleased to have worked with all of these market leaders delivering successful HCM digital transformations for our clients. Ray Wang’s assessment is that Ceridian’s competition is Workday based on their branding and Oracle based on their back end technology upgrades.

We are a Solution Delivery partner with UKG and an Influencer partner with Ceridian.

Driving Systemic Change

 During my Bard MBA in Sustainability Employee and Organizations class, we had the good fortune to have Alan Nevel, SVP, Chief Diversity and Human Resource Officer for MetroHealth Systems in Cleveland speaking to us on "Fighting 2 Pandemics on 1 Front-COVID-19 and systemic racism"

MetroHealth serves the health needs of communities across Northeast Ohio. Integral to fulfilling its public health mission and vision for health equity, their community engagement is focused on improving health outcomes for everyone, including underserved populations in the Cleveland and surrounding communities. 

Alan shared MetroHealth's DEI transformational journey to promote a culture of inclusion for all stakeholders-patients, staff, and community members. While MetroHealth was already on a DEI journey, the trajectory of the journey changed with the arrival of the COVID-19 pandemic and the growing awareness of racial inequity in our society. While these inequities are not new, MetroHealth has made addressing inequities an actionable priority. Here are their goals for racial equity and inclusion.

(Source: Alan Nevel, 2/28/21 Presentation)

In order to drive these changes, they have undertaken an assessment of their patient experience to better understand how patients perceive their care and treatment based on a variety of classifications including insured patients, Medicaid patients, and Medicare patients. They are ensuring that their values and culture align with building an inclusive culture. They have produced a number of Healing Begins with Listening videos that both highlight challenges and share best practices for promoting a culture of inclusion. Alan has spearheaded efforts to review human capital management policies and procedures to ensure that they are not bias against segments of the employee population. Their mission is to ensure that each and every employee is valued and treated with respect at all levels of the organization.

While much of the aforementioned work focuses on improving racial equity, they are committed to equity for all. They have changed their medical records to  reflect gender identity and name preferences for patients. They are hosting a virtual transgender job fair later this year to improve the opportunities available to members of the transgender community. In addition, they took steps to increase their minimum wage to $15 per hour in 2019 to provide a living wage for all employees. 

While the journey continues, MetroHealth 's DEI transformation and impact both internally and externally serves as a source of inspiration to us all.