The 10 Most Promising Human Capital Management Solution Providers 2018

www.insightssuccess.com August 2018

The

10

Most Promising

Human Capital Management Solution Providers

2018

Company of the Year

Tech Trend People Analytics: A Magical Crystal Ball for HR Fraternity

Workforce of Contemporary World The Rise of Gig Economy

Pam Glick CEO

Pam Glick:

Anton Roe, CEO People First

SyncHR’s CEO has the big HR software vendors playing catch up

Human Capital: Enhancing Organizational Performance

E

mployees are the pillar of an organization ceaselessly shouldering its development. A contented employee has the utmost potential of boosting the productivity and the economic growth of the organization. However, it takes Human capital to generate other forms of capital in organization. It therefore comes as no surprise how human capital is proving to be a valuable asset for several businesses. Organizations are playing smart by making huge investments in leveraging the skills, knowledge, and competencies embodied in their employees.

The convergence of technical advancements, technological disruption and globalization has prompted several companies to adopt skill development as a key strategy to achieve their organizational goals.

Human capital has come to the forefront of today’s innovation-driven workforce and is driving corporate success and sustained competitive advantage. Organizations are providing their employees a workplace where they get the satisfaction of their work in addition to the provided opportunities for their self-growth and bliss.

At present, companies are taking necessary measures to keep its staff enthusiastic and with surge of giant steps towards productivity, staff pleasure is needed. Organizations have started to realize the value of “Happy employees make happy customers.” Currently, organizations are experiencing a rapid development in their productivity and economic growth by adopting sound human capital management practices.

In order to promote skills development and employee first policy, Insights Success has shortlisted “The 10 Most Promising Human Capital Management Solution Providers 2018”, which are building the innovative workforce and adding value to economic growth of the country.

Featuring as our cover story is SyncHR, which is s a cloud-based, patented HCM platform streamlining core HR, benefits, payroll, and reporting in a single enterprise-class application for mid-sized companies.

Also featuring as company of the year is People First, a company combining cutting-edge technology with game-changing ideas to put employee engagement and wellbeing at the heart of business processes.

The listing also includes Cloverleaf, which is on a mission to unleash people to do their best work, Fidello, a consulting firm specializing in improving human performance, MenaITech, the first software company in the Arab region specialized in the development and distribution of Human Capital solutions to companies operating in the Middle East and North Africa, Phenom People, the pioneer of the world’s first TRM Platform and an AI-driven platform which enhances the candidate experience and employer brand, and Polyglot Group, a leading global boutique consultancy dedicated to helping businesses expand and optimize their growth journey both locally and across borders.

Also, make sure to flip through our articles, written by our in-house editorial team as well as CXO standpoints of notable industry personalities to have a brief taste of the sector.

Let’s start reading!

Hitesh Dhamani

Contents Cover Story

Pam Glick: SyncHR’s CEO has the big HR software vendors playing catch up

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26

44

34

Knowledge Keys

Merchant’s Perspective

Expert’s Column

Human Capital Management: AI Can’t Replace the Human Side of Recruiting

Elaborate the characteristics of Human Capital Management System in context of SaaS

The Role of Consultants for Every Business Stage

Articles Workforce of Contemporary World

Employees’ Diary

Tech Trend

The Rise of Gig Economy

A Contented Employee is a Key to Successful Business Operations

People Analytics: A Magical Crystal Ball for HR Fraternity

18

32

38

Company of the Year

People First:

16

A Productive Way of Working

Cloverleaf: Delivering World Class HCM Solutions

30

Fidello: Helping Elevate Human Performance

MenaITech: Excellence in Developing Customized Human Capital Solutions and Providing Related Services

42

22

36

Phenom People: A Leading Human Capital Management Solution Provider

Polyglot Group: Helping Businesses Grow Globally

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Managing Editor Anish Miller Executive Editor Hitesh Dhamani Assistant Editors Jenny Fernandes Abhishaj Sajeev Contributing Editors Kaustav Roy Ishan Mittal Visualiser David King Art & Design Director Amol Kamble Associate Designer Nagesh Tembhekar Co-designer Priyanka Rajage Art & Picture Editors Paul Belin Jayant Khanna Senior Sales Manager Passi D. Business Development Manager Peter Collins Marketing Manager John Matthew Business Development Executives Steve, Joe, Alan, Vishal Sales Executives David, Kevin, Mark, Ajay Technical Head Jacob Smile Technical Specialists Amar, Pratiksha Digital Marketing Manager Marry D’Souza Online Marketing Strategists Alina Sege, Shubham, Vaibhav K SME-SMO Executives Prashant Chevale, Uma Dhenge, Gemson, Irfan Research Analyst Chidiebere Moses Circulation Managers Robert, Tanaji Database Management Stella Andrew Technology Consultant David Stokes sales@insightssuccess.com

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Pam Glick CEO SyncHR

Cover Story

The Most Promising

1

Human Capital

Management Solution Providers 2018

SyncHR’s CEO has the big HR software vendors playing catch up

If you’re an organization that expects more from your HR tech and vendor, then we think there’s no better solution or partner than SyncHR.

S

that were fundamentally flawed with HR software design and described a radically new approach to actually fix it,” explained Glick. “I was hooked.”

After nearly two decades implementing Human Capital Management (HCM) technologies for growing enterprise companies, Glick says she intuitively knew things could be done different – and better. A lot better.

Glick, who took on the role as CEO, also knew there was more to it than just building a better, more modern platform. To truly revolutionize how growing organizations tracked and managed their most important assets—their employees—she would have to engage and partner with companies differently to ensure their success using the software.

pend a few minutes talking with Pam Glick, CEO of SyncHR, and it becomes crystal clear that she has a deep passion for HR – and a fire in her belly to right the wrongs that have plagued HR and finance professionals for years.

“While the solutions technically worked, they were extremely complex and didn’t work well in the day-to-day chaos of the real-world,” Glick explained. “It was as if vendors designed the software having never worked a single day in HR or payroll.”

According to Glick, the enterprise space is littered with horror stories of failed or miserable HCM implementations.

She said that companies traditionally had two options when it came to HR tech. They either payed hundreds of thousands of dollars – maybe even millions – in enterprise software and consultants, and crossed their fingers hoping that it would work as advertised. Or, they bought low-end, off-the-shelf software, hired a ton of administrative staff to rekey data between systems and made the best of it through sheer willpower and grit.

“Neither option was good, which is why so many companies continuously switch between the typical vendors every few years,” Glick explained. “They hope the next one will be better and nine times out of ten, it’s not.” During a chance meeting in 2009 with SyncHR founders, Gary Durbin and John Cuellar, Glick realized she found two people who not only shared her perspective, but who also had a plan.

“These guys were talking about all the age-old things

“Most of the big vendors acted like they were doing you a favor by letting you buy their software,” said Glick.

“Unless you were a Fortune 100 company, getting their time and attention was virtually impossible.”

A Modern New Approach Glick explains that SyncHR’s ultimate goal is to become the Tesla of the HR technology space, bringing a radically new approach and next-generation innovation to the market—innovation that’s long been overdue.

According to Glick, most of the large vendors have glued together HR, payroll and benefit management technologies that they’ve acquired over time and placed them under a single user interface. While these are often presented to customers as an “all-in-one” HCM solution with a single user interface, the underlying code-bases are different, which causes a host of data and workflow headaches down the road.

“Unfortunately, most of the big vendors are pretty slick about selling around this,” said Glick. “It’s only afterwards that customers realize, ‘wait, we’re having the same problems that we had with our old system.’”

SyncHR took a different approach, building its platform from the ground up to combine HR, payroll and benefits management within a single, inseparable “core” system. In doing so, Glick explains that SyncHR’s platform eliminates

“We want our customers to continuously improve their processes and maintain the value they get from the system.”

data discrepancies and process breakdowns because “everything is truly done in one system.”

And while most vendors have retrofitted their software for the cloud, Glick suggests that SyncHR also differs in that it was ‘originally’ designed for the cloud. As opposed to being an afterthought, things like enterprise security, scalability, system back-up and reliability, user permissions, workflows and analytics and reporting capabilities were incorporated into SyncHR’s cloud-first design from the very beginning.

For example, SyncHR provides a modern extensibility layer, which allows organizations to easily connect their employee data with other corporate systems with minimal IT support or help.

Pushing the Innovation Envelope In addition to its single-core, cloud-first architecture, SyncHR also delivers several key innovations. It’s patented Time Machine technology, for example, allows users to transact across time – past, present or future.

Glick says this helps address a fundamental flaw of traditional software solutions. For example, many companies avoid starting a new employee between pay periods because their solution doesn’t recognize specific dates and therefore can’t process partial payrolls without manual intervention. With SyncHR, users simply enter the new employee start date and the system automatically handles the calculations.

Another unique innovation is how SyncHR manages people and positions separately. In most systems, the individual employee data and position information are stored in the same record. When an employee leaves the company or changes jobs, the position information is lost or needs to be re-entered. Since SyncHR manages people and position data separately, when a person leaves the organization or changes jobs, the position data remains in place.

In addition to eliminating a lot of extra manual work, tracking people and positions separately gives companies a more accurate view of the organization. HR and recruiting execs can see both occupied and unoccupied positions.

Glick says this helps companies avoid hiring too many or too few people, as well as minimizes work slowdowns, processes and approval breakdowns since SyncHR intelligently reroutes workflows on the fly to the next person in the organizational hierarchy.

“Nothing falls through the cracks with SyncHR,” says Glick.

“Our real goal is to give customers a system and set of processes that are so much better and easier to use that they can’t imagine ever going back to the old way of doing things.”

Partner-centric vs Vendor-centric Mindset to Service While Glick loves to talk about technology and how SyncHR is different, she quickly moves into hyperdrive when discussing the company’s different approach to service and support.

“At the end of the day, you can have the world’s greatest technology and still not be successful because you don’t have the right partner helping you succeed,” she explains.

Glick says that SyncHR takes a very different approach to implementation and service. Whereas most vendors take a traditional software-vendor approach, which aims to minimize the interaction with customers, SyncHR does the exact opposite.

“We want to engage with customers and talk to them every day to see how we can help them be more successful,” Glick said. “We’re all about the relationship and partnership with our customers.”

SyncHR’s different partner-centric approach manifests itself in several ways, beginning with system implementations.

These have traditionally been long, drawn-out processes that can take months or even years. Glick explains that SyncHR’s advanced technology combined with its partnercentric approach allows it to implement its platform in “a fraction of the time compared to competitors”.

Glick explained that the company recently implemented a 3,000-person organization in 90 days. “While that’s unusually fast, the point is that we can and do move at whatever speed our customers want and need from us.”

Another key difference in SyncHR’s approach revolves around a robust change management program. According to Glick, most vendors focus on the initial implementation, but stop there. SyncHR goes a step further, offering each customer internal change management support and programming that consists of everything from training to internal email templates that HR can send to employees.

“Our goal isn’t simply to get SyncHR rammed in and installed,” says Glick. “The real goal is to give customers a system and set of processes that are so much better and easier to use that customers can’t imagine ever going back to the old way of doing things.”

On top of the rapid implementations and change management programming, Glick says that the company goes the extra mile by assigning designated Customer Success Managers (CSMs). Glick says that SyncHR’s CSMs know customers on a first-name basis, which means they also know the specific details of their system set up.

This helps streamline things when a customer needs help.

And rather than wait for customers to call, SyncHR proactively reaches out to customers. This includes doing quarterly business and system reviews of SyncHR. “We want our customers to continuously improve their processes and maintain the value they get from the system,” explains Glick. “So, we routinely check-in to see where we can help, whether that’s configuring new features for them to take advantage of or giving them some additional training to utilize the system more.”

Attraction Not Promotion SyncHR’s different approach to both the technology and service is making some big waves in the market, beating out vendors like ADP, Ultimate Software, Ceridian and even Workday and Oracle. Still, the company has its challenges.

“We want to engage with customers and talk to them every day to see how we can help them be more successful.”

“Our biggest challenge really is just the newness of our company,” explains Glick. “The fact of the matter is that SyncHR isn’t a household name yet, and that can be a little scary for some customers.”

While Glick admits that market awareness is a key obstacle for some customers, she’s also adamant that the company earn its reputation by investing in product innovation and customer service versus buying it through slick marketing programs or fancy tradeshow booths.

And this approach appears to be working. The company has attracted a host of high-profile companies, including rapidly growing enterprises like Riddell and Florida Cancer Specialists, the largest independent hematology and oncology practice in the United States. SyncHR’s modern data architecture and ability to handle complex payrolls and organizational hierarchies makes it particularly appealing to manufacturing and healthcare organizations.

“We want to attract customers who are sick and tired of the same old challenges from the same old vendors, and who want something different, something better, and something built to work better together” says Glick. “If you’re an organization that expects more from your HR tech and vendor, then we think there’s no better solution or partner than SyncHR.”

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The Most Promising

1 Company Name

Management

Human Capital

Management Solution Providers 2018

Brief

2Interact Inc 2interact.us

Marc Van Der Ven Vice President

2Interact, Inc., is a leader in providing Global Enterprise Human Resources Management, Payroll, Benefits, Time and Talent Management solutions to organizations around the world.

AsureHCM asuresoftware.com

Pat Goepel CEO

Asure Software offers the only HCM platform empowering clients with measurable insight into the productivity of their employees.

Blue Beyond Consulting, Inc. bluebeyondconsulting.com

Cheryl Tyler CEO

Blue Beyond is a boutique management consulting firm that focuses on the people side of business.

Cloverleaf cloverleaf.me

Darrin Murriner CEO

Cloverleaf is on a mission to unleash people to do their best work.

Fidello, Inc. fidello.com

Christopher Bjorling CEO

Fidello is a consulting firm specializing in improving human performance.

MenaITech menaitech.com

Dr. Bashar Hawamdeh Founder & CEO

MenaITech is the first software company in the Arab region specialized in the development and distribution of Human Capital solutions to companies operating in the Middle East and North Africa.

People First people-first.com

Anton Roe CEO

People First combines cutting-edge technology with gamechanging ideas to put employee engagement and wellbeing at the heart of business processes.

Phenom People, Inc. phenompeople.com

Mahe Bayireddi CEO & Co-founder

Phenom People is the pioneer of the world’s first TRM Platform, an AI-driven platform which enhances the candidate experience and employer brand.

Polyglot Group thepolyglotgroup.com

Corinne Bot Founder & CEO

Polyglot Group is a leading global boutique consultancy dedicated to helping businesses expand and optimize their growth journey both locally and across borders.

SyncHR synchr.com

Pam Glick CEO

SyncHR is s a cloud-based, patented HCM platform streamlining core HR, benefits, payroll, and reporting in a single enterprise-class application for mid-sized companies.

People First: A Productive Way of Working

A Dynamic Way of Leading MHR was established by John Mills, Chairman, in 1984 to supply human resource and payroll software services to various clients on ICL VME and IBM 370 mainframes. In 2017, Anton Roe, who joined the company in 1989 as a trainee, took up the role of CEO for MHR as well as People First. Before taking role of CEO, Anton served as CTO for six years. He is a dynamic and versatile company director, expert in the planning and management of complex business programmes that drive corporate vision, increase profits and deliver exceptional results for customers.

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CEO People First

“

People First is the most employee-focused HR platform on the market.

“

A

decade since the recession, and despite advances in technology, productivity in businesses has continued to decline across the globe. According to Gallup’s 2017 State of the Global Workplace report, only 15% of employees are truly engaged at work. They, along with other experts, believe that business can do much to alleviate the problem. But the question is how? Cue People First by MHR International. People First combines cuttingedge technology with game-changing ideas to put employee engagement and wellbeing at the heart of business processes. The platform simultaneously improves employee wellbeing and business outcomes through the promotion of flexibility, skills development, networking and flow. MHR International is a specialist provider of HR, payroll and analytics software and services based in Nottingham, UK. Established in 1984, MHR has gone from strength to strength with consistent annual revenue growth, and now supports over 1,000 organisations both in the UK, and more recently globally, with the launch of People First.

Anton Roe

Creating Happier, Healthier and Productive Workplace Despite the proliferation of HR technology, employee engagement, productivity and overall job satisfaction are at rock bottom. Unlike other HR solutions that offer ‘more of the same’, People First tackles these issues head on.

People First harnesses the power of AI, bot technology and analytics to help individuals better understand what makes

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Company of the Year them tick at work, ultimately helping them to spend more time in the flow. The result is an HR platform and work ethos fit for the modern workplace, built using groundbreaking technology to remove the fundamental barriers to employee engagement and productivity.

The utmost thing that stands behind People First is its desire to help human resources deliver a shared, personalised and profitable experience for all employees in the world of work. This philosophy pervades everything the company does. Rather than creating a solution to support the existing world of work and replicating established procedures and processes, it has created a new approach and backed it up with the latest technologies to help not only with the current productivity crisis, but to address the future of work. This approach results in a happier, healthier and more productive workplace for everyone.

Keys to Improve Organizational Performance There are a number of key elements that frame People First with its improved organizational performance.

First is the People First Alliance, which promotes a new partnership between employers and employees based on mutual respect and trust. It recognises that both parties bring value to the workplace and encourages an open and grown-up dialogue. It’s a different way of working, but one that allows everyone to engage and thrive as adults within the reality of modern work.

Second is Flow. Flow, otherwise known as ‘being in the zone’, is where employees are fully focused and immersed in their work. When in flow, employees are at their most productive. This state also has massive psychological benefits for the employee, including feelings of value, ownership and belonging. Represented graphically within People First, leaders can see the flow of individuals, teams and the organisation as a whole. This analysis can be used to predict overall business performance or flight risk, and to improve employee enjoyment and wellbeing.

Next is the Personal Digital Assistant, the People First Chatbot, which helps employees manage their daily workload, speeds up HR transactional processes, and

| August 2018 |

answers their work-related questions – and is accessible anytime, anywhere via smartphone or tablet.

People First embraces AI and Pragmatic People Analytics in a manner that is natural and accessible, so that they are only noticeable by their results. It absorbs data from employees’ day-to-day work via the Chatbot, which operates like a Fitbit for work, learning their patterns and checking in with them at suitable times. This data is useable by employers and employees alike, and more importantly, is useful in understanding employees’ enjoyment and performance.

Progressive companies are now replacing annual appraisals with real-time check-ins, encouraging a culture of open communication and feedback. People First facilitates Augmented Check-ins, where managers and employees discuss progress, tackle issues right when they arise, and evaluate how the alliance is going. This helps managers to get to know their team on a human level, something that is crucial in the modern workplace.

MHR believes that, the powerful combination of technology and thinking behind People First will improve the employee experience and organisational performance and delivers a product for the future, today.

Staying Ahead of the Game MHR will continue to invest in People First to ensure that it stays well ahead of the game. The company has put in motion the process of reimagining how work should be and will continue to push boundaries with the adoption of new technologies and thinking. The platform will continually be developed to allow individuals and organisations to successfully and joyfully progress well in to the future.

Exemplifying Satisfied Customers “As the world of work is getting faster and in some cases more demanding, the People First platform allows us to embrace hyper personalisation in the context of HCM. From our perspective, applying AI technology to free us from the mundane tasks of work life so we have the freedom to focus and be ‘in the flow’ is an important pillar of our competitive advantage.” Emberson Group

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Workforce of Contemporary World

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A

s an employee, if you were given a chance to sell your skills on the global stage with a greater sense of autonomy, independence, and flexibility as compare to the traditional 9 to5 job, what would you prefer? As an employer, if you were given a chance to hire a potential candidate on-demand at your terms and conditions as compared to a permanent hire, what would you prefer? This is where Gig economy comes into picture. The days of ‘life-long’ careers within the same company, longterm stability of a signed job contract, guaranteed significance of the skills acquired in the college, and predictable work routines are long gone.

In this fast paced global economic era, there is a growing demand for independent talent who are autonomous and willing to sell their skillsets on the global market. There are multiple factors that are giving exponential rise to Gig economy than even before. Below are some of these factors that are fuelling the growth of Gig economy, which is considered as the new and burgeoning trend in the HR space.

Financial Freedom According to a survey conducted on 6,247 Gig economy workers, 57% said they chose freelance path to earn more money. On an average, a freelance worker makes $60,000 a year, according to MBO partners. When a person works as a freelancer, he is not tied to incremental salary increases, or limited to how much you can make. Depending upon the industry, sky is the limit.

And this is what fascinates most to the freelancers.

Do what you really passionate about People work because it gives them the most important resource required to live i.e. Money. But how many people do the work which they really find fascinating; that is the million dollar question, and answer might be a fraction of the total workforce. This is another reason people get attracted towards freelancing, as it gives them an opportunity to do what they really find interesting and have a passion about.

Balanced Work Life Gig workers have full control of their workload, they can pick and choose how much they can take on and where and when to work at their own convenience. One LinkedIn survey which was conducted on 10,000 workers revealed that more than 46% value working in such a fashion because it allows them to work on flexible timings. According to Forbes, more than 35% like the work life balance that Gig economy provides to its workers.

Full Control over Destiny In a permanent job, employee works for some specific job role and are bound to work in the same domain if they want a greater hike or a better position.

Whereas, gig worker have the liberty to change career track whenever they

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Workforce of Contemporary World the burning question that arises in the mind of recruiters time to time. This is where gig workers fit into the picture more conveniently than a full time employee. When employers seek a gig worker, they often look for a specific skillset among candidates.

Since a gig worker is not a full time employee and hired to complete specific project, chances of getting work done more efficiently, effectively and in timely manner always remains high.

Speedy Hiring and Onboarding Process: Conventional onboarding process many times takes weeks or even months. But individuals in the flexible workforce are expected to onboard much more rapidly and even seamlessly integrate their work with the team. Since companies hire gig workers for their expertise in the subject matter and there is a no commitment for a full time employment, workers do get hires from various platforms in a very speedy manner with fast onboarding process.

w

Past and the Future

Not only Employees but Employers also want Flexibility

The increased applications of disruptive technologies like Artificial Intelligence, robotics and automation will shape the future of global workforce and will significantly give rise to so-called gig economy. According to one survey, an estimated 7.6 million Americans will be regularly working as providers in the on-demand economy by 2020, more than doubling the current total of 3.2 million flexible taskforce.

Gig economy is still at the nascent stage, according to research firm PwC, gig economy cover mere a 2% of the total recruitment market. But by 2020, gig economy will worth $63 billion globally.

ant. If a person wants to make some more money, want to try something new, or want be their own boss, then being a gig worker they can achieve these goals and have more control over what to do next. For a big dreamer who never gets satisfied with a traditional job, entering flexible workforce might be a refreshing change of pace.

In most part of the contemporary world, employers also now gracefully accept the option of contractual manpower due to variety of advantages that contract worker bring for an organization.

Skill based Hiring: Many jobs require a specialist only when there is a dire need of it, not all the 365 days a year.

Then, why to spend extra money on a full time employee, is

20

While alternative work arrangement has been in the fashion for long but its usage has grown significantly over the past decade. The fraction of contingent employees in the labor force increased from 10% to 16% between 2005 and 2015, with alternative work arrangements accounting for all of the net growth in employment over the past decade.

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E

very enterprise is dependent on its resources. It is the basic function of every company to utilize them effectively to retrieve optimum results.

Human capital is one of the most valuable resources for enterprises. Many of them have started investing a good portion of resources in managing the human capital.

Human capital management includes multiple tasks including recruitment, training and development, employee retention, and employee orientation program.

HCM offers benefits to the enterprises i.e. extracting Agame of employees, assigning right job to the right person, and helping employees in developing their professional skills.

Darrin Murriner CEO

Cloverleaf: Delivering World Class HCM Solutions

Cloverleaf is one of the leading companies in HCM business. The company equips employers and empowers employees to give the greatest contribution to their organization and have the most fulfilling opportunity in their role. It collects information that is generally considered as HR data and is limited to the HR leader only, and makes it accessible to the teams in a contextually relevant way. For example, enabling learning through email tips on how to communicate in the team and how to approach with clients in an effective manner.

Cloverleaf believes, good business is about putting humans in the positions that allow them to be their best.

People should be empowered to make all aspects of who they are, part of their work and contribution to the organization. People are more than their resume, past employers, failures and successes. It finds ways to contribute all of those fantastic, invisible facets of a person to the task at hand. It is critical for people to be intentional about truly knowing who they work with. The combination and contrast of team skills elevate themselves and others. This creates exceptional value to everyone involved.

Influential Leadership Darrin Murriner, CEO, Cloverleaf, is the author Corporate Bravery - a book about creating culture change around eliminating fear-based decision making.

Darrin has more than 10 years of experience with some of the biggest corporations in USA. He has been assigned to various sectors such as outside consultant, operations, finances and risk management. These experiences have been the foundation of thesis for his

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The Most Promising

1

Human Capital

Management Solution Providers 2018

book. Prior to his current role, he has been the cofounder of BabysitEase. He worked for Stockpilz, an online commodity marketplace for buyers and sellers, where he was assigned as CEO. He has worked on various profiles in numerous enterprises including Epipheo, American Modern Insurance Group, The Midland Co, Fifth Third Bank and Arthur Anderson.

Darrin has also attended various industry conferences as a speaker, such as the Association for Talent Development, Disrupt HR, and the HR Collaborative.

Additionally, he is a regular guest on popular podcasts speaking about research on teaming and culture.

It is difficult for any enterprise to sustain in the field of technology due to the dynamic environment of the sector. Even though HCM does not directly come under this sector, but it is dependent on the same. One of the key functions that distinguish Cloverleaf from competition is that it is focused on teaming and building relationships and strong communication which is neglected by current collaboration, employee engagement and project management tools. The plan is to do the same through coaching and consulting as less expensive and less time consuming leading to industry best assessments for better ROI. Building Topnotch Workforce

Assessment is the Key Being in the business of high end technology that relies on venture funding, Cloverleaf is specifically focused on the impact of anything it tries. It measures the engagement with every aspect of the product to identify the potential of value addition for customers. The company also invests in small amounts to discover its ability to reach the companies that if worked with, can have the biggest impact. In order to contribute towards the betterment of the industry, Cloverleaf plans on improving employee development and increasing the productivity of teams. This will result in an engaging workforce and happier employees.

Distinctive and Leading

Badge of Satisfaction “[Cloverleaf] has helped our team bridge a lot of communication gaps that we didn’t even know existed!

The integration capabilities are great and fit seamlessly into our organization. We used it for our admin team of 10, and had great time learning about one another.”

“Something I’ve been waiting for my whole career!!”

Cloverleaf cross-maps your team’s personality, skills, and culture, andreveals insights that canhelp you make betterdecisions about your teams.

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“Cloverleaf is a great resource that helped me see how to play to my strength in the context of Team”

‘‘

‘‘

Cloverleaf’s objective is to be recognized as an international leader for building thriving teams that deliver ground breaking business results. It aims to have millions of team members and hundreds of thousands of teams that look to Cloverleaf to help with all their needs.

This will ultimately result in people having better understanding of themselves with better knowledge of their roles in the team which will lead to more satisfaction in their work.

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Knowledge Keys

Human Capital Management: AI Can’t Replace the Human Side of Recruiting

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hat happened to coal miners is not going to happen to recruiters.

Automated and autonomous technologies have forever changed mining globally, and no amount of tariffs or corporate handouts will alter the reality that coal extraction requires fewer and fewer people. Donald Trump’s 2016 campaign blamed the sharp decline in coal mining jobs on Democrats and coastal liberals, yet overlooked technology’s role in eliminating them for good.

Recruiting is another industry in which the introduction and adoption of new technologies has become commonplace. An important difference is that recruiters are not—despite working in an industry hungry for efficiency gains—facing the same fate as miners or those who used in work in offices such as bookkeepers, accountants, secretaries and admin staff. The demise of those positions was due to software and hardware innovation; QuickBooks eliminated hundreds of thousands of bookkeeping jobs, while word processing and other desktop software apps made secretaries almost extinct.

Recruiting is Different The principal reason why recruiting will avoid the same fate as the West Virginia coal miner or Southern California bookkeeper is because it’s fundamentally different. Recruiting isn’t just a sequence of tasks; it’s a

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sequence of tasks with a necessarily heavy human component. Recruiting comprises engagement and communication with other HR team members, hiring managers, executives, other employees on hiring teams, along with external contacts such as job sources and agencies. To that list we can also add the most important cohorts, prospective employees, applicants and candidates.

The Rise of the Machines that Learn In referring to technology, I’m not referring to software programs like Applicant Tracking Systems that have existed for over 20 years. I’m referring instead to advances in Artificial intelligence (AI) and Machine Learning algorithms that are both promising to some and frightening to others. For reference, Machine Learning is the idea that we can feed large amounts of data into a computer that will identify patterns and uristics almost by itself. Once identified, it will apply the “conclusions” to new sets of data. AI is the broader concept of machines being able to carry out tasks in a manner that we consider to be “smart.”

Much of the promise of AI/Machine Learning lies with introducing more objectivity into recruiting, handling more data and automating as many processes as possible.

AI and Machine Learning are great for all of those. What they’re not great at, and will not become so in the foreseeable future, is replacing face-to-face human interaction.

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About the Author Omer Tadjer is the CEO and Co-founder of Comeet. He has been involved in high-tech companies for more than 15 years, a decade of which was devoted to software development and managing development teams. A technologist and philosopher by training, he is a business entrepreneur at heart. He is passionate about applying his practical IT and management experience to creating valuable products and transforming the way the HR industry operates.

Let’s face it, most candidates want personal interaction when seeking a new opportunity. New employees are not just filling an anonymous opening on an org chart; they’re seeking opportunity, challenge and a work environment where it’s not all about work. There’s a selection process on both sides before it leads to buy-in,

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Omer Tadjer CEO & Co-founder Comeet

and there’s only so much application of technology you can make when candidate courting becomes conversations across tables in boardrooms and restaurants.

Improving a Recruiter’s Favorite Metric - Time-toHire I think it’s important to understand that adoption of AI in recruiting is not an either/or reality; It’s still early days but recruiters are already benefiting. By observing how managers and recruiters make screening decisions, AIbased systems can predict the match between a job, a candidate, and a team: Ÿ

Submitting an application will become much easier for candidates.

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Knowledge Keys Ÿ

Recruiters can evaluate resumes and candidates faster.

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Ensuring position fit is more precise.

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Ensuring that candidates who are not a fit are treated respectfully and receive professional and courteous notifications about their candidate status.

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Matching an application to a job description, a candidate to the company culture, or a hiring manager preference to an existing profile in your candidate database can deliver huge value.

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Making these promising matches, pushing the right candidate to the top of the list, and automatically handling interview scheduling deliver important topof-funnel returns.

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Enabling interviewers to become more professional by surfacing the right type of questions according to the position and job. Process-driven interviewing like this will enable companies to avoid expensive hiring mistakes.

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Following the process and suggesting follow-up actions to the hiring team.

Identifying the best candidates in a candidate pool takes less time.

The cumulative effect of AI in these areas is that time-tohire is significantly reduced. Recruiting teams can make internal decisions, close job requisitions faster and reduce the potentiality of poor hiring decisions, all of which happens in a manner that fully respects candidates.

Enhancing the Candidate Experience The other side of AI-enabled recruiting is the candidate experience. From seeing what our customers are doing, we know that a great candidate experience equals an 80% greater chance that the candidate will accept an offer. What’s the secret of delivering this kind of experience? Respect the candidate, be transparent and don’t keep them in the dark. For example, don’t ask candidates the same questions multiple times in interviews. Keep recruiting stages short, precise and respectful. Our customer data show that these characteristics increase job acceptance.

Driving Improvement Using AI and Machine Learning Whether you have a lot of AI and Machine Learning experience or your education is starting with this article, here are a few specific source-to-hire applications where smart systems deliver empirical value: Ÿ

These applications and others will make AI tremendously useful to recruiters in the next several years. From collecting applications, evaluating resumes and making decisions, its impact will be massive. By applying automation and semi-automation to so many different recruiting tasks, recruiters will gain many more hours for the kind of human-to-human interaction that reveals the type of information and learnings that software and data can’t discover. And, depending on the region where they’re working, recruiters may be able to help ex-coal miners find new career paths with more long-term upside.

Helping you optimize your marketing budget and how you allocate the money and collect resumes.

Analyzing your and other companies’ data will allow smart systems to understand where and when the budget should be invested, significantly reducing the cost-per-hire and increasing candidate quality in your pipeline.

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| August 2018 |

T

he prime objective of every organization is to plan, develop, and organize its employees in such a way that they become capable and efficient resources to succeed both today and tomorrow. In human capital management (HCM), organizations regard its employees as essential resources who play a contributory role in the productivity of the organization.

The term ‘Human Capital’ was first introduced in ‘Economic Development with Unlimited Supplies of Labor.’ It was written by A. W. Lewis in the year 1954.

Since then, the industry has come a long way in developing and shaping organizations to maximize productivity and results. One company, providing human capital management solutions for a long period of time and has mastered the craft, is Fidello Inc. Fidello is a consulting and products firm specializing in improving human performance. It helps its clients to identify and utilize strategic competencies which ultimately drive strategic results.

Christopher Bjorling CEO

Fidello:

Leading from the Front Christopher Bjorling is the charismatic CEO of Fidello.

He has provided direction for the past 30 years in creating an integrated set of modular Human Capital Management capabilities that are able to be mixed and matched to create specific client solutions. He has watched the industry and its providers go from silo based solutions to acquiring many other solutions to provide their own assembled integrated package compared to Fidello’s more seamless solutions.

A Variety of Products and Services Fidello offers a wide range of products and services to its clients. These unique products help organizations in bringing a focused integration and development for its people. Products and services provided by Fidello include: Ÿ

HR WEB Solution: HR Web is a comprehensive Intranet-based software solution for many human capital management needs. Fidello’s modules are designed to act independently or where appropriate, combine with other modules providing a single user interface performing numerous activities seamlessly.

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Competency Models: Competencies are the knowledge and skills required to achieve desired performance outcomes. The ready to use competency model has been developed by Fidello consultants over the last 18 years.

It stands alone as a model of general business competencies or as a resource which an organization can use to build a customized competency model fitted to their business model and culture.

Helping Elevate Human Performance

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Ÿ

Leading Indicators: Leading Indicators is a solution for leadership development. It is a research-based, on-line multi-rater tool designed for leaders and organizations to assess both present and future leadership capacity.

along the way. All of this has enabled Fidello’s tools and modules to be adaptable to such requests and its programming team to be adept in working those components into a seamless solution for the clients.

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Consulting services include: competency identification and development, performance management, succession planning, learning management, training and development, job profiling, workforce planning, and much more.

Contributions towards the Industry Fidello provides an alternative to the potential clients, giving them the chance to enable their vision into their solutions. The capability and niche which Fidello offers allows the clients to feel heard and supported in their creative ideas to manage their Human Capital Management processes in the most creative and cost effective way.

Broadening the Horizons Since Fidello creates unique client solutions, it starts by understanding the client’s strategic vision of what they need their solution to enable and move forward in their human capital management plans. Fidello firmly believes in ‘Begin with the end in mind.’

Fidello then works to understand the processes, tools, and data that the client needs to have to satisfy that end and work with them to achieve that vision. Through this process Fidello creates a diversified solution that is unique for each client. There may be similar components, but the details within those components or how they are configured together benefits each customer differently and appropriate to their needs.

Counting on the Experiences Over the years, the company has witnessed challenges to design creative solutions for its client’s individual needs.

These opportunities have helped Fidello to become an agile provider of unique solutions to satisfy client needs. Because of their experience, the company is not surprised by any type of client request and has often done something similar

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Peeping into the Future Fidello firmly believes to continue to work in its niche area of unique solutions. The company is looking forward to enable an ‘off-the-shelf’ version. This version is very customizable by the client. It will give clients numerous benefits of what unique tailored systems to offer, but for a fraction of the start-up cost.

A Loch of Satisfied Customers Fidello has a pool of satisfied customers who swear by the company and the solutions it provides: “Fidello has provided unique solutions enabling us to react quickly and efficiently to organization redesign requests and manpower evaluations helping us to achieve our goals.”

“Over the years Fidello has provided us with a performance management and learning management solution that has been able to be modified and configured to meet the needs of not only of our company, but also the needs of our holding company as well.”

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Fidello believes that one size does not fit all – your culture and strategies need to be leveraged and enabled through your Fidello solution.

Crisp Take on Competitors To stand out from its competitors, Fidello offers quality and custom solutions that fit the needs and culture of their clients. This alone allows the clients to be creative and Fidello’s capabilities help them to enable their dreams.

“If I have a unique need or thought in working with systems related to my human capital I always call on Fidello. Over the years I have found that they have done pretty much everything before and I can count on them to deliver. I have worked with them through my experience at three different companies.”

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Employees’ Diary

A CONTENTED

EMPLOYEE IS A KEY TO SUCCESSFUL

BUSINESS OPERATIONS

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he growth in a successful business enterprise is due to its working personnel. Currently, the employees are being the pillar of the development of the business practices. Besides, they are concerned about the challenges they have to face with the emerging layoffs and restructuring. The employees need a workplace where they get the satisfaction of their work in addition to the provided opportunities for their self-growth and bliss. At present, the companies are ramping up to take necessary measures to keep its staff enthusiastic and with fewer discontents. For a business to flourish, the integration of employees with the surge of giant steps towards staff pleasure is needed.

companies need to make the limited number of rules and regulations for an employee that will build a sense of trust in them prominently uplifting their dedication in their respective work. Proper counseling and motivation can result in drastic changes in the abilities and flexibility of a worker, playing a vital role in the development of a business enterprise.

The companies should also focus on motivating the employees to always keep on learning the new things, benefits of which will be received by the business organizations itself.

Dress Codes are the Past Entities Nowadays, companies are liberal about the dress codes that once were a compulsion in the traditional business practices. Allowing individuality in the dress codes can back hold the extremity of professionalism. This compatible environment at the workplace keeps a worker happy, reflection of which is/ can be seen on the operations carried out by them with an approach positively affecting the company in high grounds. Basically, companies need to focus on the work performance of an individual rather than judging them on the basis of their appearance. This measure will attract the employees to work hard which will lead to the growth and development of business.

Small Appreciations Make Big Differences The employees are the backbone of a business organization as they dedicate all their hard work and perseverance to it. For these acute commitments, the company must take the measures to acknowledge all employee profiles for their work and offerings on regular intervals. Verbal thanks to an employee can make a colossal transformation in his/her personality and thereby support the work ethics. Besides, a kind memo can help the company workers to be pleased, explicitly surge the development of the business organization. Appreciations in the form of an email can inculcate more positivity among the workers that would highlight the company’s development and lead to smooth employer-employee operations. The staff will be happy with this small act of gratitude making the pillars of the business enterprise more strong.

Motivation is Much Needed It’s the duty of an employer to motivate their employees on regular basis to attain stability at the workplace. The employees are sometimes under stress and pressure due to the excess workload which can be soothed by activation of workshops related to managing the burden and stimulating the improvement in an individual performance. The

Flexible and Pleasant Workspace The employees can only contribute to the development of a business if the environment around them makes them happy. The people around them and the people with whom they work play a vibrant part to concentrate and maintain their focus. The flexible operations occurring in a company can uplift the self-development of a worker thereby being the catalyst for

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company’s success. A company should carry out necessary operations to keep its business environment majorly satisfying and free from manipulation.

Pleasant workspace helps the employees to properly focus on its targets. The workspace should be designed in such a way that its personnel would admire it always, work with full enthusiasm in the pink of their health.

Patience is the Need of the Hour A company can never be successful overnight. It has to strive hard for certain achievements. The company needs be patient with its employees, in situations dealing with profit and loss.

The employers should believe in their employees and make them realize that they matter to the company. The business organizations needs to tolerate the staff in terms of serious damage to the productivity of the company and be open and available to them in all sorts of discussions and activities. Stability among the workers can be achieved if the companies remain calm with them.

This will lead to constant and secure operations between the employees and the respective organizations. Dealing with the workers patiently will make a bigger difference in the bond of the trust and build a greater sense of satisfaction amongst them.

The employment sector has to face critical layoffs in the private as well as the government sector. But the technology is emerging with big solutions and opportunities for the employees helping them to become a leader in the near future. Besides, new generation employment masses are truly getting influenced by the use of the smartphones that will surely demonstrate them with new skills and knowledge. The upcoming scenario of employment sector will be an integration of the business organizations and the technology.

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Merchant’s Perspective

Elaborate the characteristics of

Human Capital Management System in context of SaaS

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hen it comes to successful human capital management, many businesses have had success with new SaaS technology to help automate the acquisition and the aspects of managing their workforce. However, when it comes to optimizing the human performance of the organization on a day to day basis, many businesses still find themselves making “gut” decisions and often running blind.

For service businesses - who employ more people than any other industry in the US today - the costs of having to manually manage and optimize their most expensive - and valuable - assets are diabolical. With the prevalence of spreadsheets for scheduling, more and more people are having to manually juggle their changing priorities in a way that’s wasteful – both time consuming and costly – which consequently affects productivity and revenue.

Fortunately, a new, operational approach to managing and optimizing a workforce - oriented around the work that people need to do for clients - is desperately needed, and thankfully now, exists. Advances in automation and machine learning can finally provide both managers and individuals with a dramatically improved experience around scheduling, skill matching and optimization of delivery.

Known as Service Operations Automation, this peoplecentric model ensures the best people are optimally assigned to the right work, and through increasingly automated and real time tracking, the technology can help teams and their managers make the right decision in a dynamic workplace, with confidence.

Beyond the optimization and profitability benefits, the outcomes for both team members and clients of harnessing this operationally focused approach to HCM are

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tremendous. Service businesses and teams depend more than almost any other industry on their human capital, because the people aren’t just the most valuable part of the operation: they are the operation! Because people are resourceful, but not always reliable, being able to connect the right people, at the right time, to the right work is critical to delivering great, profitable, fulfilling work for clients. Being able to adapt to change, work with flexibility, and easily assign work based on the skills of your people is how you operationalize HCM and bring it from the HR department to the center of the engine of the company.

One of the key benefits of Service Operations Automation (or ServOps for short) products - like Accelo - is that they ensure both the managers of teams or projects and the people who are doing the work stay on the same page; for effective collaboration and streamlined workflows. For example, with ServOps systems, managers can see when their people are overloaded (or underutilized), and the people doing the actual work can access a real-time stream of relevant updates, feedback, and budget estimates on that specific client work.

The ability to synthesize both schedules and workloads in real-time across the organization helps team leaders more efficiently manage their humans. Being able to assign the right person to the right job - based on their schedule for any given day, week or month - ensures that quality work gets delivered without any burnout, every time.

In service businesses, where people are your most valuable assets, it’s important to identify over-utilization before it results in crisis. It’s also just as important to automate redundant tasks that drain service professionals of time that should be spent doing the work they love - the work that | August 2018 |

brings in revenue. In a nutshell: investing in your people is the same as investing in the longevity of your business.

In non-service businesses, where people primarily perform an important but supporting function, using traditional HCM software may be suffice. But in client service businesses, it’s a little different; the people are responsible for all value creation; they are the factory with the world’s most perishable inventory - time, and they work under high levels of uncertainty and variability each and every day. Therefore, having access to ServOps technology that supersedes the functions of traditional HCM software - like having automatic time-tracking, built-in timesheets and billing, and intelligent resource scheduling - is necessary for successful human capital management. Why? Because employees are real people that should be invested in and managed in a way that improves value to your business.

About the Author Geoff McQueen is the Co founder and CEO of San Francisco based Accelo. A serial entrepreneur and investor, Geoff focuses on solving real-world business problems with technology, most recently through Service Operations Automation (or ServOps for short), a new technology category that helps small and medium businesses double their profitability by streamlining and automating their day-to-day operations.

In summary, ServOps technology exists to connect the right people, to the right work, at the right time - with ease - so that they can thrive and flourish professionally by delivering successful client outcomes that are personally and economically fulfilling. At the end of the day, if you have smart and capable people doing work they’re not skilled for, you’re going to face significant attrition and attention pressure, and the productivity of people - not to mention the quality of their work - will suffer tremendously.

Company Description: Accelo is a Service Operations Automation platform that streamlines and automates service operations in small-tomedium businesses. Accelo boosts profitability and reduces chaos by providing its users with an all-in-one platform to view, manage and work on all communications, sales, projects, tickets, retainers, invoices, payments, and more! Now, service professionals can finally access the right insights and tools they need to work and scale with ease.

Our Success & Service: Accelo doubles profitability, increases utilization, and boosts productivity - all while keeping service professionals and teams less stressed. By giving service professionals one place to run their entire operations, we’re able to recover lost time and automate redundant tasks to get people back to doing the work they love!

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Geoff McQueen Co-founder & CEO Accelo

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T

echnological disruptions are a defining feature of the modern business world and hence, companies are automating and digitizing their business operations at an unprecedented speed. Technologies such as Human Capital Information Systems (HCIS) cannot be an exception. They are developed with information processing and analytics to sustain organizational development and profitability. MenaITech is also implementing an advanced human capital technology used by top corporate clients. It aims to partner with clients and empower them to leverage its solutions suite and gain a competitive edge. Its wider mission is to help clients achieve their strategic goals, and enhance their organizational effectiveness.

Dr. Bashar Hawamdeh Founder & CEO

MenaITech: Excellence in Developing Customized Human Capital Solutions and Providing Related Services

Creating Benchmarks for the Industry MenaITech is a Jordan based company founded in 2003. It is the first software company specialized in the development and distribution of Human Capital Solutions.

HRMS suite enables businesses to access a range of information about their workforce, which directly affects their efficiency and productivity. It has set a benchmark for the best practices across all HR functions enabling organizations to execute their business strategies more effectively. All the services are customized to fulfill organization’s needs by including the necessary features. It also enjoys the first mover advantage for technologies in the MENA region.

The Guiding Influence on the Company Dr. Bashar Hawamdeh is the Founder of MenaITech and considered as one of the pioneers in the IT, HR, and intellectual property fields in the region. He recognized the great demand for localized HR management tools in the MENA region and he laid the cornerstone of MenaITech with a mission to disrupt the HR space.

Bashar has helmed the MenaITech operation from its humble beginnings in Jordan to make it the leading HCMS provider for fourteen years. In parallel to his leadership of MenaITech, Bashar is a champion level expertise in intellectual property and this expertise led to the foundation of MenaIP, a holding entity with the objective of catalyzing innovation. Bashar believes in entrepreneurship development and he continuously works towards supporting entrepreneurs, as they are the key to generating sustainable economic growth across the entire region. Driven by his entrepreneurial spirit and extensive experience, Bashar is an all-time advocate of innovation.

Innovative Solutions for All HR Needs The company has diversified solutions from Human Capital Information Solutions (HCIS) suite designed for businesses of all sizes and types. These include platforms like MenaHR®, MenaPay®, and cloud-based MenaLite®.

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MenaHR® is MenaITech’s flagship HCIS and is the most comprehensive and powerful localized HR platform.

MenaPay® is a deck for payroll and personnel functions while MenaLite® provides a dynamic cloud HR, personnel, payroll and employee self-service.

Employees and HR managers can also deploy the firm’s exclusive MenaME-mobile® app to have a seamless interaction with HR-related information while making more effective and informed decisions. Additionally, the firm also offers a 360-degree feedback software, Mena360® and a powerful multi-dimensional analytics and metrics dashboard, MenaExplorer® to evaluate functionalities like employee performance across all talent programs. The company has learned to provide HR turnkey solutions that ensure organizations enjoy accurate, timely and complete HR information. Cloud-based HR modules are trendy, selfoperated, localized and accessible anytime/anywhere and tailored to meet the needs of SMEs. Achievements and Expansions MenaITech has expanded its operations with the help of technology. It is serving more than 2200 clients across 25 countries in MENA with the total number of user base surpassing 1.5 million. It has created the regional presence through 5 offices across MENA. The company represents a success story in HCIS and it is slowly contributing to change in the mindset of management towards investing in HR systems. It has successfully enhanced the knowledge and effectiveness of users in the HR aspects and functions.

Technology-Edge over the Competitors The Company has distinct advantages in technology and execution of business. It has superior Technology-Edge over its competitors. It provides fully localized services as

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Future of Transformation MenaITech continues the transformation in HR industry with new technology and capabilities that can help clients unlock the power of their human capital. It is reinforcing its position in the current market by developing advanced cloud and mobile solutions. MenaITech’s position in the market by not only continuing to serve the large corporate sector but also focus on SMEs and startups to support economic growth and entrepreneurship development in the region with advanced cloud solutions.

Testimonials by Customers “I looked at a variety of tools available and, not only did MenaITech’s seem to fit what I needed, but the program it provided me with allowed us to see the tools in action. I wish MenaITech the best for its continued success with software that makes such a great difference. MenaITech, thanks for the excellent customer service.” -Mr. Suleiman Abu Hijlah, Human Resources Manager, PalTel “MenaITech has supplied HRMS that has helped HR professionals to standardize and automate certain processes within the function, at the same time reduced the errors.

While using this HRMS, you are confident that the Support team is ready to help at any time and guide you to achieve the best possible results.” -Mr. Wesam Alissa - Human Resources Manager, Acacus Technologies

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MenaITech - The versatile and widelyused HRMS with over 1.5 million users, backed by powerful technology and smart functions.

the name itself indicates. The system has built-in country profiles with local requirements of each. MenaITech’s comprehensive HCIS satisfies the statutory and legal requirements, which enable organizations to implement best practices in HR. Security of data, and all-round accessibility of location, time independency, and mobile application are given very high priority. Its systems are equipped with indepth analytical tools giving more than 300 advanced reports for the employee’s personal and financial information. These systems are well tested and successfully implemented. Multilingual support in its software for both Arabic & English language and after-sales support given by active customer support department makes it more userfriendly.

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Tech Trend

T

“

he secret of my success is that we have gone to exceptional lengths to hire the best people in the world” - Steve Jobs

The said quote itself explains the power of recruiting ‘right’ candidate. A right candidate has the potential to transform an organization fortune to a new level. A right candidate brings quality and effectiveness that builds a brand and develops a unique customer experience, while a ‘wrong’ candidate can lead to a lot of extra stress and issues that can hinder the development of a business. But at the core, hiring right talent is important, and this is where HR personnel struggle the most.

With the advent of an emerging technique known as “People Analytics”, hiring right candidate will get easy than ever before.

Necessity of People Analytics Competition for onboarding top talent is getting fierce, especially in industries, like IT, financial service firms, healthcare sector, and manufacturing, that are going to witness a massive transformation. Ever growing numbers of job seekers, shaken economy and neck-to-neck ruthless competition are making HR’s job even more challenging to find right talent for the right job. One technique that is seen as a solution for the said problem is “People Analytics”. It is an emerging field that is pulling everyone’s attention due to its potential to assist HR people in recruiting the right talent.

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Understanding People Analytics People analytics or HR analytics is the application of statistics, mathematics, and modeling which collects and process worker-related data to see and predict patterns. This technique assist organizations to predict whether a particular person fit for a given job or not. Due to its ability to boost hiring and retaining the right talent, some people have gone so far that they have even started calling it as a “crystal ball for HR”.

How ‘People Analytics’ can help HR fraternity • Identifying the features or variables in jobs and employees that matter/counts most • Matching those important job variables with a pool of applicants or recruits • Predicting the likelihood of a worker to stay on the job for a long time or to “churn” • And recommending salaries and other compensation to bolster longevity Importance of Peoples Analytics There are lots of important questions that arise into the mind of management peoples like: How can we find more top performers? What do our most successful leaders do to excel at their work, and how can we replicate that across the organization? Which people are most likely to stay for long?

Which employees are likely to leave? With the right analytical tool in hand, one can get the right and accurate answers to these vital questions which plays a pivotal role in shaping company’s fortune and can assist an organization to maintain a robust workforce.

Popular HR Analytics Tools Power BI Power BI link multiple sources like SQL database with people’s data, live twitter feed, machine learning API’s and more. All these different data sources are then combined with an aggregation process to create one large database.

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Tech Trend

The consolidated data then can be used to create pivot table to let end user get a quick insight in the key areas of the workforce. And, all these meaningful insights then the end user can see in a user-friendly manner with Power BI’s dash boarding capacity.

SPSS Dealing with analytics requires some sort of technical capability to make the most of it. But what if the end user is not a technical person but still want the same results which can be derived from the above tool. Answer to this said concern is ‘SPSS’ tool. Without having extensive statistical knowledge, an end user can do an exploratory correlation analysis or a quick regression analysis. This makes SPSS one of the most commonly used HR analytics tools in social sciences.

Rstudio It is a people analytical tool which is best suited to process huge data sets. It provides valuable insights that can help an organization to maintain robust workforce. It’s potential to let end user visualize and statistically analyze candidate data with the help of user friendly interface is the prime reason behind its popularity.

Interesting Research Finding Many recent studies even proved the effectiveness and productivity of People Analytics techniques. Recently, Deloitte’s Bersin found that organizations that use people analytics techniques at a sophisticated level reported 82 percent higher three-year average profits than corporations without properly-deployed people analytics methods.

Over the world more number of schools, colleges, and universities are opening up than ever before. There is an increased awareness for education as well. More people want to get access to quality education to raise their living standards. All these are resulting into increased number of job seekers. With business competition going intense with each passing year, recruiting right talent has become the need of hour for HR personnel. The potential benefit of People Analytics will then definitely assist HR fraternity in recruiting and maintaining a robust workforce if applied meticulously.

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I

n an interview with Insights Success, Mahe Bayireddi, CEO and Co-founder of Phenom People, shares his experience and gives resourceful insights on the HCM industry developments. In addition to this he has also noted about Phenom People, its products and vision.

Below are the highlights of the interview conducted between Mahe and Insights Success: Give a brief overview of the company, its solutions and services?

The purpose of Phenom People is to help a billion people find the right job. They are doing that with the Phenom People TRM Platform that is made up of a hyperpersonalized career site combined with tools used by recruiters like real-time candidate relationship management (CRM), content management system, talent analytics, and chat bots. The entire platform uses artificial intelligence to drive the chat bots, personalization, candidate scoring, and more.

Mahe Bayireddi CEO & Co-founder

Phenom People: A Leading Human Capital Management Solution Provider

How do you diversify human capital management solutions so that it will benefit your customers?

Most of the HCM solutions available in the market focus on only one aspect of human resources or talent acquisition effectively. Whereas, Phenom People handles multiple aspects of the talent acquisition process starts from passive candidate detection to a hyper-personalized career site, and from a real-time CRM incorporating talent signals to internal mobility.

Give a detailed explanation regarding the CEO’s influence towards the industry and the company?

Mahe was named as Best CEO of 2018 for Women and Diversity by Comparably. His leadership style has helped to shape and scale the company in a positive way. With a high EQ, Mahe has focused on building a company culture that is inclusive, diverse, and unique. The company has tripled in size in the past two years, he is still actively involved in the daily business practices, hiring of key personnel, and he’s always provided an open door for employees to ask questions, get feedback, and gain insights.

Describe the experiences, achievements or lessons learnt that have shaped the journey of the company.

Prior to 2015, the company was known as iMomentous, and the product focus was mainly on mobile career sites.

Some of the best experiences and lessons learnt

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previously, have stimulated as a result of rebranding and building out the TRM Platform to create a more robust product offering for our customers.

When it comes to achievements, we’ve received numerous accolades both for our products and culture that includes, in 2018; we successfully raised $22 million in Series B funding. We were also recognized as one of the fastest-growing software companies on the 2017 Inc. 5000 List, ranking at 277 with a three-year sales growth of 1,580.48 percent. We named as Best SaaS Newcomer by the SaaS Awards, Best Employer of 2017 by the Stevie Awards, and Cool Vendor in Human Capital Management of 2017 by Gartner. We grab the 2017 TekTonic Award by HRO Today Magazine. In addition to this, we received national recognition as a 2018 Great Workplace by Great Place to Work, and locally recognized by Philly.com and the Philadelphia Business Journal as a Best Place to Work for 2018.

How does the company contribute towards making the industry better?

Phenom People’s goal is to make the process of acquiring talent an intuitive one by collecting and analyzing talent signals to provide deep insights into a candidate’s intent.

The Phenom People Platform consolidates the HR tech stack resulting in more actionable data and a better experience for candidates, recruiters, hiring managers, and talent acquisition leaders.

Where does Phenom People see itself in the long run and/or what are its future goals?

Phenom People is continuing to diversify and expand its

We believe people should be happy and inspired by their jobs – just as we are.

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Considering the rising number of human capital management solution providers, how does Phenom People stand out from its competitors?

There are a couple of things that make Phenom People stand out amongst its competitors. By utilizing talent signals across the entire candidate and employee journey, the Phenom People is able to deliver candidate quality.

This is accomplished by attracting and identifying more of the right candidates utilizing artificial intelligence for personalization as well as candidate interest, timing, and fit.

Give us a few testimonials of your clients that accurately highlight Phenom People’s position in the market.

“Every time the candidate comes to the website, they have a unique experience. It remembers you. It allows you to use your LinkedIn profile.” - Shelia Gray, Global Talent Acquisition Leader at GE Appliances “We are excited to launch our new career site with Phenom People. With thousands of applicants for multiple positions across the globe, we are confident that the new career site provides a look, feel, functionality, and experience that is second-to-none for our candidates. We look forward to seeing the full impact of the launch in the upcoming months as we continue to add capabilities and enhanced experiences.” - Justin Thenutai, Senior Director of Global Talent Acquisition Excellence at Microsoft

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product offering. The future goals include leveraging conversational commerce and talent signals to help take talent acquisition to the next level. We want to continue to develop and dominate the TRM category within the HR technology industry.

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Expert’s Column

The ROLE of CONSULTANTS for Every BUSINESS Stage very business owner and executive comes to the realization and fear that they don’t know what they don’t know at some point in the game. To leap beyond this fundamental hurdle, wise leaders lean on experts to help fill in the gap. Experts such as CPAs, attorneys, bankers, mentors, and consultants are routinely sought by successful business owners for guidance, advice, and support that can be promptly made effective. Gaps in business are essentially analyzed to determine the best, quickest, simplest, or most cost-effective solution, which is then developed and finally implemented by consultants in various niches every minute of the day.

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Mom & Pop Shop

Consulting is a big industry for a reason. Businesses have a high risk of failure. Failure is easy, and failure is hard. With the assistance of a consultant, businesses have a much better chance of survival. Let’s take a look at how consulting can work at every stage of a company.

Small Business

Start-up / Pre-revenue This stage of a business is filled with passion and dreams.

The owner is typically a technician within the industry breaking free from the constraints of their boss or is a dreamer of great things in general. Problems arise when the many components of running a business the right way interfere and bog down this solopreneur. Seemingly simple, but highly important, responsibilities such as accounting, operations, and marketing can quickly overwhelm and lead to failure.

Bringing in a consultant at this stage or prior to start up can save the solopreneur from a tremendous amount of stress.

The consultant can walk the owner through the hurdles of business with ease and experience. Establishing systems, creating procedures, and building plans for sales and marketing will prepare the busy start-up for successful growth through to the small business phase.

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Mom & Pop Shops are what we refer to small businesses with 1-25 employees. This may be a small generational business or a growing start-up that is hiring friends and family to help get the job done. One day, the goals become too large and the owners take on more than they can handle in an effort to grow. What these owners don’t realize is that they need to have defined systems in place, along with communication, leadership, and a growth plan to move beyond Mom & Pop Shop status to Small Business status without suffering collapse.

The small business typically has 1-100 employees which may also include many family and friends. Some systems are in place, yet there lacks organization and communication leading the owner down a path of “too many chiefs” or not enough oversight. At this stage, business owners may discover they have a lot of people doing the same thing, no formal processes and a lot of fires to put out. Stress once again takes hold of the business owner in a way that may make them question closing shop and going back into the workforce.

Consulting at these stages require in-depth analysis of where the company currently exists on the spectrum and identifying gaps in the foundation of the organizational structure. Analysis will require a look at financial performance, operations workflow and processes, systems integration and utilization, human resources suite of knowledge and procedures, centralized standard operating procedures, marketing plans and strategy, and more.

Analyzing each component of the business will bring to light top layer and secondary issues that the consultant will prioritize to match urgency and effective organizational modeling for proper implementation. Business owners should expect this process to take some time, but in the end

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About the Author April Salsbury, MBA is the owner of Salsbury & Co., a business management consulting firm. After growing an organization from 15 employees to 100 employees and seven locations, including international distribution and working in legislation for industry oversight and accreditation, she believed her experience as a CEO and a “builder” could help small business owners avoid certain hurdles and gain valuable insight.

April Salsbury Owner & CEO Salsbury & Co.

the business will operate like a well-oiled machine ready for growth.

Mid-size Business & Enterprise The Mid-size Business has successfully identified the needs of a growing business. Most companies of this size (101999 employees) and of the Enterprise size (1,000+ employees) have established policies and procedures, human resources, systems integration with maximized utilization, and have a plan to move forward. These areas will experience ongoing expansion enhancement over time.

Mid-size companies will start to departmentalize and create an executive team for improved oversight and strategy development. Problems Mid-size companies face are keeping everyone working toward the same goal, communication, effective leadership and management development, mergers and acquisitions, continuous improvement of systems and operational workflow and recruiting for longevity all while staying on top of their next strategic move and pacing change. Enterprises continue to refine and silo roles within the company; however they experience many of the same issues a mid-size company does.

niche of service. This is when the: Branding Consultant is brought in to develop a brand or revitalize a brand for a segment of the business; Lean Specialists are brought in to examine one segment of the manufacturing process; System Analyst is brought in to create functional APIs to connect the 25 software programs used by the company to prevent errors and reduce time wasted on duplicating entries; and possibly, Coaches are brought in to develop a mid-level management team.

There is a need and a place for Consultants at every stage of business, even before the first signs of failure. Bringing a Consultant into the company earlier in the process will make the transition to the next big step easier and the longterm outcome of the business much better. Although business owners may have a difficult time justifying the cost of consulting, especially if funds are limited, the desired end result has greater potential to be realized in a shorter timeframe. Companies that have successfully worked with consultants see the value of their work in the overall success of the business and often retain consultants for future projects.

At Mid-size and Enterprise level, Consultants are brought into a company on a project basis and will be focused on a | August 2018 |

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F

ounded in 1995, Polyglot Group is a leading global boutique consultancy dedicated to helping businesses expand & optimize their operations both locally and across borders. As a one-stop-shop, the company’s mission is to ease business growth by breaking through cultural barriers. It does so by providing tailored and comprehensive solutions in HR Consulting & Outsourcing, Talent Acquisition, Payroll Outsourcing, Translation & Interpreting as well as Business Incorporation and Registrations.

Polyglot Group aims to bring humanity back to business, by working towards a more collaborative, diverse & open world; one where cultural boundaries are no longer barriers, so that businesses and their people may expand. The organization aims to provide a one-stop shop for its clients’ needs. Through its worldwide partner network and Polyglot offices, it brings together, under one roof, a wealth of expertise and experience that makes the difference for its clients in achieving strategic goals and commercial objectives.

Corinne Bot Founder & CEO

With a global footprint spanning over 9 time zones, Polyglot Group makes a client’s business hours its own.

The company opens the doors to the world’s largest markets and key emerging regions, giving its clients a competitive advantage for success. It gives clients the answers to the questions they don’t even know to ask, so as to generate sustainable business growth for them.

Exemplifying Excellence and Leadership Corinne Bot is the Founder and CEO of Polyglot Group.

She has an unfaltering will to leave a place better than she found it. As a true believer and supporter of equality and diversity, it was hard for her to face discrimination as a woman and mother in business. From that moment, Corinne knew she wanted to make a difference in this regard and create a culture that was fair to all.

Helping Businesses Grow Globally

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Corinne believes in human-to-human communication and relationships. She states, “Businesses are run by people, for people. With this in mind, we strive to get to know the people behind the business and work with the people that make the business.” Her ultimate passion is to work with people and help them grow and flourish. Whether through mentoring or collaboration, she seeks to empower others, and regularly shares her knowledge and expertise at seminars and events, and also through podcasts.

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The Most Promising

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Human Capital

Management Solution Providers 2018

Both of these passions were a defining motive behind the creation of her business and are still driving her in life.

Having moved to Australia from France and been welcomed there with open arms, Corinne wants to continue enhancing the multiculturalism and diversity that makes up Australia’s DNA. Corinne is also proud to have been selected as a French Foreign Trade Advisor more than 10 years ago. This role enables her to foster a more prosperous relationship between the two countries. For her enduring commitment, Corinne is deeply humbled to have been knighted with the Legion of Honor from the French Government in 2016. It recognizes French citizens who have demonstrated outstanding merit for at least 20 years.

With Business Development skills and over 20 years of experience in multicultural HR Consulting, Recruitment and Business Solutions, there is no surprise that her dream has now expanded globally across Europe, Africa & USA. Corinne continues to be a huge supporter of entrepreneurship as well as partnership. Starting out as a one-woman company, Polyglot Group now consists of brilliant cohort of individuals all over the globe and is ever growing due to her passion and trust in others.

When asked about the future endeavors of her chefd’oeuvre, Corinne says, “We want to be present on every continent, to be available for our clients in all time zones and be able to provide our support everywhere.” She also adds, “Another critical goal for us is to keep our familybusiness DNA worldwide internally while we grow.”

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We are a global & local expert growth partner, bringing pragmatic solutions as an extension of our clients’ teams.

Distinctive Competency Polyglot Group believes in people, and its goal is to inspire businesses to see the value in their teams. The organization focuses on enterprises expanding beyond their borders, which need a unique form of support: answering the questions they don’t know to ask. The organization’s presence in key global markets gives it expert local knowledge offering clients the most comprehensive local and global growth support. Speaking more than 28 languages and coming from all ends of the globe, the company’s Polyglotters bring local expertise to accelerate clients’ business growth, ensure continuity and business success in key market segments.

The organization believes that, businesses come in all shapes and sizes and no growth journey is the same.

Because of this, Polyglot is client-focused and tailors every solution to suit the client’s individual business needs at every stage of their evolution, in order to develop long-term sustainable success. The company excels to deliver tangible outcomes and not just reports & opinions, and its Polyglotters strive to be more than just consultants.

Satisfied Clientele “Thank you for the opportunity to see and understand more about the core and spirit of Polyglot from you. Like Owner; like Business – passionate, confident and always aiming for quality. Thank you for the consistent good-quality services in the past few years. With your leadership and great team around you, the world is Polyglot’s oyster.” – Alcatel Lucent Enterprise.

“We have been working with Polyglot Group since 2015, and all in all, the service they provide, the candidates they present and the staff we have eventually chosen have been and continue to be, excellent. They have truly assisted us to expand in a controlled manner with talent we are working to provide a long-term future for within the business. I would recommend Polyglot in a heartbeat. – Finance Director of Naval Group

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