Driving Business Outcomes through HCM Technology

Brandon Hall Group has conducted four major research surveys this year to assess trends in Human Capital Management technology deployment and adoption for talent acquisition, talent management, learning and development, and workforce management. We gathered nearly 1,000 responses and found consistent, striking findings in terms of the importance placed on user experience, and what buyers want from technology providers in terms of system integrations, functionalities, and service.

In preparation for my Sept. 29 webinar – The Talent shutterstock_294559574Activation Continuum: How Connected HR Technologies Deliver Better Business Outcomes, sponsored by SilkRoad — I had the chance to analyze the data across all four HCM areas. I learned that organizations as a whole struggle with the same things – low adoption levels. Employees are avoiding their HCM technology, are relatively dissatisfied with functionalities, and can’t link the technology to better business outcomes, among other things.

The good news is that organizations are beginning to understand the importance of having an engaging user experience and how improving that experience can impact business goals. Having an engaging experience not only refers to the system being intuitive and having a nice look and feel; it means that when the users need to move from one system to the next, it is a seamless experience. Thinking just about talent acquisition technology, a recruiter may need to work with numerous systems: an applicant tracking system, a job distribution system, and a CRM — all in one day, or even within a few minutes. Connected systems make work life easier and productive, and enable sharing of resources and analytics.

In order for HCM technology to drive business outcomes, it needs to provide across the Human Capital spectrum an engaging and seamless user experience and the rich analytics needed for making the optimal decisions.

Find out more about what is causing these issues, and the critical success steps for building a robust HCM technology strategy, by attending our webinar, sponsored by SilkRoad, at 1pm Thursday, Sept. 29.

    –Daria Friedman, Principal Analyst, Talent Acquisition, Brandon Hall Group

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Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.