Some Answers to HR Technology Questions No One Else Is Asking

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I love finding new sources of information that shine a light on how organizations can achieve better business results through better people practices.

This month I found a new source – although the principals are old friends – that is going to make important contributions in the use of HR technology in the improvement of business outcomes.

If you haven’t heard of Key Interval Research, you most certainly have heard of John Sumser and William Tincup, the founders and principal analysts. And if you haven’t seen the first of their monthly research reports, let me introduce you to The Ideal Vendor Relationship.

Surprising findings

The report is based on a survey of 1106 HR and Recruiting professionals conducted in December 2014 and January 2015. The survey respondents were from a broad cross-section of titles in HR functions from organizations of all sizes. The survey itself had 85 subject matter questions and 35 demographic questions and the answers were collected online through several methods.

The incidence of “ah ha!” moments are so numerous in this report that sets out to explore, understand and illuminate how HR practitioners and their administrative players work successfully together with HR technology vendors and their administrative players to achieve organizational goals.

These are crucial insights because, as William and John believe, “today’s work world requires that HR Departments accomplish their work through outside people and tools.” As we all know, more and more of those people are vendors and those tools are software.

The report is full of surprising findings:

  • The software lifecycle drives relationships.
  • Only a small fraction of HR practitioners are dissatisfied with their HRTech tools.
  • A majority of respondent companies have terminated an HRTech vendor for cause, but …
  • Nearly 80 percent of respondents like their HR Software.
  • The HRTech vendor-practitioner relationships are surprisingly healthy.
  • The most important factor in the long-term relationship with a vendor is the time required to get an answer.

What masters most to HR tech customers?

And there are more, many more, surprising findings. I won’t give away most of the good stuff because these guys are in business and want you to buy this report, but the myth busting section was particularly interesting.

One of the myths they bust is that what matters most to the customer is schedule and budget. That’s right — it’s a myth. User Satisfaction is significantly more important. This would be important for every vendor to understand and for every customer to own.

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Here’s the graphic explaining that: april-7-2015-customer-myth

Smart questions no one else is asking

The report covers the software lifecycle and discoveries – including the busting of long-held beliefs, easily digested findings, notable vendors and a pocket guide. Also included in the report are four (4) cases from HR practitioners managing HR software vendor relationships and working on important business issues. The takeaways are critical. (Note: Not all of the outcomes are positive.)

These are smart guys asking smart questions that maybe no one else is asking. And the answers aren’t what I expected. They aren’t even the answers they expected.

And that’s what makes this report so refreshing and so useful: Answers to questions that aren’t being asked and insightful analysis into the surprising answers.

It’s worth the price of admission. Check it out here.

This originally appeared on China Gorman’s blog at ChinaGorman.com.

China Gorman is a successful global business executive in the competitive Human Capital Management (HCM) sector. She is a sought-after consultant, speaker and writer bringing the CEO perspective to the challenges of building cultures of humanity for top performance and innovation, and strengthening the business impact of Human Resources.

Well known for her tenure as CEO of the Great Place to Work Institute, COO and interim CEO of the Society for Human Resource Management (SHRM), and President of Lee Hecht Harrison, China works with HCM organizations all over the world to enhance their brands and their go-to-market strategies. Additionally, she serves on the Executive Committee of the Board of Jobs for America’s Graduates as well as the Advisory Boards of Elevated Careers, the Workforce Institute at Kronos, and WorldBlu. Addtionally, she chairs the Globoforce WorkHuman Advisory Board and the Universum North America Board. China is the author of the popular blog Data Point Tuesday, and is published and frequently quoted in media properties like Fortune, TLNT, Huffington Post, Inc., Fast Company, U.S. News & World Report and many others.

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