People Matters HR Technology Study 2019 Survey

Section I: Objectives and Strategy

In the context of your organization, what percentage of the following activities is technology driven?(Required.)

Less than 25%

25%-50%

50%-75%

More than 75%

Recruitment

Less than 25%

25%-50%

50%-75%

More than 75%

Onboarding

Less than 25%

25%-50%

50%-75%

More than 75%

Learning & Development

Less than 25%

25%-50%

50%-75%

More than 75%

HiPO Identification & Management

Less than 25%

25%-50%

50%-75%

More than 75%

Communication & Collaboration

Less than 25%

25%-50%

50%-75%

More than 75%

Performance Management

Less than 25%

25%-50%

50%-75%

More than 75%

Compensation & Benefits

Less than 25%

25%-50%

50%-75%

More than 75%

Rewards & Recognition

Less than 25%

25%-50%

50%-75%

More than 75%

Strategic Workforce Planning

Less than 25%

25%-50%

50%-75%

More than 75%

Succession Planning

Less than 25%

25%-50%

50%-75%

More than 75%

Employer Branding

Less than 25%

25%-50%

50%-75%

More than 75%

HR Operations (includes payroll, leave and attendance, etc,)

Less than 25%

25%-50%

50%-75%

More than 75%

What is the strategy of HR technology that best defines your current approach?(Required.)

We have mainly an integrated system from one partner

We have multiple HR technologies procured from multiple vendors, operating across different functions within HR not fully integrated with each other

We have multiple HR technologies procured from multiple vendors, operating across different functions within HR integrated under one unifying and common interface and data layer

We have outsourced the HR technology infrastructure to a third party

We have built an integrated HR Technology system in-house

We have some HR technologies built in-house and some have been procured from vendors

Other (please specify)

What are your core objectives of investment in HR technology?(Required.)

To increase efficiency of HR execution (cost reduction)

To increase effectiveness of HR execution (higher impact)

To free bandwidth across the HR team to focus on more strategic business partnership activities

To streamline decision-making on talent decisions

To empower employees and managers to self manage people workflows and processes

To increase collaboration, alignment and transparency - horizontally and vertically

To Increase employee satisfaction and engagement

Other (please specify)

While shortlisting HR technology, which attributes do you look out for? (Check all that apply, if you have a larger wish list, specify at the end of the answer)(Required.)

Ability to integrate – Should integrate with the existing HR technologies and systems outside of HR

Strong analytics layer – Should provide intelligence descriptive, prescriptive and predictive

Accessibility and mobility – The technology must be accessible from multiple devices, especially mobile

Consumer-centric user experience – The technology must be designed with the user at the center

Flexibility to customize - Should have the ability to customize to our specific needs

Other (please specify)

Are investments in technology growing, staying the same or going down in your organization in the next one year?(Required.)

Going up

Going down

Remains the same

Section II: Ownership and readiness

To what extent is the HR team involved in execution of HR technology projects?(Required.)

The project is entirely owned by the HR team

The project is jointly owned by the HR team and the IT team

There is no representation of HR professionals in the team

There is a separate dedicated team that leads the execution of such projects and it reports to the CHRO

What is the approximate budget you will be spending in the next 12 months in HR Technology?(Required.)

Section III: The Future of HR Tech

What is the key challenge area when it comes to adopting new-age technologies in your organization? (Select all that apply)(Required.)

Leadership buy-in to experiment

Understanding on its applications in our context

Budgets for HR technology are limited

Ability to measure return on investment

Shorter shelf life of technology

Skills and capabilities required to implement technology

Fewer options in market

Mindset of our own HR team to explore, learn and experiment

Other (Please specify)

Section IV: Personal Details

Name(Required.)

Organization(Required.)

Designation(Required.)