People Matters HR Technology Study 2019

People Matters HR Technology India Study 2019 is geared at understanding how digital transformation agendas are changing. The study is aimed at highlighting the digital transformation journeys of India Inc. The responses will be used to benchmark, identify gaps between aspirations and reality, and underscore the future of HR technology investments and adoption.

Section I: Objectives and Strategy

Question Title

* In the context of your organization, what percentage of the following activities is technology driven?

	Less than 25%	25%-50%	50%-75%	More than 75%
Recruitment	Recruitment Less than 25%	Recruitment 25%-50%	Recruitment 50%-75%	Recruitment More than 75%
Onboarding	Onboarding Less than 25%	Onboarding 25%-50%	Onboarding 50%-75%	Onboarding More than 75%
Learning & Development	Learning & Development Less than 25%	Learning & Development 25%-50%	Learning & Development 50%-75%	Learning & Development More than 75%
HiPO Identification & Management	HiPO Identification & Management Less than 25%	HiPO Identification & Management 25%-50%	HiPO Identification & Management 50%-75%	HiPO Identification & Management More than 75%
Communication & Collaboration	Communication & Collaboration Less than 25%	Communication & Collaboration 25%-50%	Communication & Collaboration 50%-75%	Communication & Collaboration More than 75%
Performance Management	Performance Management Less than 25%	Performance Management 25%-50%	Performance Management 50%-75%	Performance Management More than 75%
Compensation & Benefits	Compensation & Benefits Less than 25%	Compensation & Benefits 25%-50%	Compensation & Benefits 50%-75%	Compensation & Benefits More than 75%
Rewards & Recognition	Rewards & Recognition Less than 25%	Rewards & Recognition 25%-50%	Rewards & Recognition 50%-75%	Rewards & Recognition More than 75%
Strategic Workforce Planning	Strategic Workforce Planning Less than 25%	Strategic Workforce Planning 25%-50%	Strategic Workforce Planning 50%-75%	Strategic Workforce Planning More than 75%
Succession Planning	Succession Planning Less than 25%	Succession Planning 25%-50%	Succession Planning 50%-75%	Succession Planning More than 75%
Employer Branding	Employer Branding Less than 25%	Employer Branding 25%-50%	Employer Branding 50%-75%	Employer Branding More than 75%
HR Operations (includes payroll, leave and attendance, etc,)	HR Operations (includes payroll, leave and attendance, etc,) Less than 25%	HR Operations (includes payroll, leave and attendance, etc,) 25%-50%	HR Operations (includes payroll, leave and attendance, etc,) 50%-75%	HR Operations (includes payroll, leave and attendance, etc,) More than 75%

Question Title

* What is the strategy of HR technology that best defines your current approach?

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)

Question Title

* What are your core objectives of investment in HR technology?

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)

Question Title

* 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)

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)

Question Title

* How is your organization measuring the return on investment on HR technology strategy?

Cost-saving measures

Time-saving measures

Revenue generating measures

Talent retention metrics

HR operational metrics across functions (recruitment, L&D, etc.)

Employee satisfaction measures

Innovation measures

Employee and managerial productivity

Process simplification and standardization

We do not measure ROI on HR technology investment

Other (please specify)

Question Title

* Are investments in technology growing, staying the same or going down in your organization in the next one year?

Going up

Going down

Remains the same

Section II: Ownership and readiness

Question Title

* Who are the influencers in decision making for HR technology investment in your organization?

CEO

CIO

CHRO

COO

Users (employees)

Business Managers/Leaders

Procurement

Other (please specify)

Question Title

* To what extent is the HR team involved in execution of HR technology projects?

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

Question Title

* What is the approximate budget you will be spending in the next 12 months in HR Technology?

< Rs 25 Lacs

Between Rs 25 Lacs and Rs 50 Lacs

Between Rs 50 Lacs and Rs 1 Crore

Between Rs 1 Crore and Rs 2 Crore

> Rs 2 Crore

Section III: The Future of HR Tech

Question Title

* On a scale of 1 to 5 (1 being the lowest and 5 being the highest), rate the impact the following new-age technology can create on workplace and talent? If you don’t understand the technology enough to comment, please click “cannot comment”.

	1	2	3	4	5	Cannot Comment
Artificial Intelligence	Artificial Intelligence 1	Artificial Intelligence 2	Artificial Intelligence 3	Artificial Intelligence 4	Artificial Intelligence 5	Artificial Intelligence Cannot Comment
Blockchain	Blockchain 1	Blockchain 2	Blockchain 3	Blockchain 4	Blockchain 5	Blockchain Cannot Comment
Augmented Reality/ Virtual Reality	Augmented Reality/ Virtual Reality 1	Augmented Reality/ Virtual Reality 2	Augmented Reality/ Virtual Reality 3	Augmented Reality/ Virtual Reality 4	Augmented Reality/ Virtual Reality 5	Augmented Reality/ Virtual Reality Cannot Comment
IoT	IoT 1	IoT 2	IoT 3	IoT 4	IoT 5	IoT Cannot Comment
Robotic Process Automation	Robotic Process Automation 1	Robotic Process Automation 2	Robotic Process Automation 3	Robotic Process Automation 4	Robotic Process Automation 5	Robotic Process Automation Cannot Comment
Chatbots	Chatbots 1	Chatbots 2	Chatbots 3	Chatbots 4	Chatbots 5	Chatbots Cannot Comment
Analytics	Analytics 1	Analytics 2	Analytics 3	Analytics 4	Analytics 5	Analytics Cannot Comment
Cognitive Technologies	Cognitive Technologies 1	Cognitive Technologies 2	Cognitive Technologies 3	Cognitive Technologies 4	Cognitive Technologies 5	Cognitive Technologies Cannot Comment

Question Title

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

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)

Question Title

* How are you future-proofing your HR teams to be ready for tomorrow?

	Yes we have a structured program	Not structured but sporadic investment or effort	We are planning but not yet executed	We have not started
Training HR in digital, new technologies and ways of working	Training HR in digital, new technologies and ways of working Yes we have a structured program	Training HR in digital, new technologies and ways of working Not structured but sporadic investment or effort	Training HR in digital, new technologies and ways of working We are planning but not yet executed	Training HR in digital, new technologies and ways of working We have not started
Including digital projects in KRA of HR team members	Including digital projects in KRA of HR team members Yes we have a structured program	Including digital projects in KRA of HR team members Not structured but sporadic investment or effort	Including digital projects in KRA of HR team members We are planning but not yet executed	Including digital projects in KRA of HR team members We have not started
Budgeting for experimentation & innovation descentralized with HR team members	Budgeting for experimentation & innovation descentralized with HR team members Yes we have a structured program	Budgeting for experimentation & innovation descentralized with HR team members Not structured but sporadic investment or effort	Budgeting for experimentation & innovation descentralized with HR team members We are planning but not yet executed	Budgeting for experimentation & innovation descentralized with HR team members We have not started
Providing rotation programs to HR team members to non HR functions	Providing rotation programs to HR team members to non HR functions Yes we have a structured program	Providing rotation programs to HR team members to non HR functions Not structured but sporadic investment or effort	Providing rotation programs to HR team members to non HR functions We are planning but not yet executed	Providing rotation programs to HR team members to non HR functions We have not started
Investing in exposing HR team members to HR Technology, Digital & other future-focused events	Investing in exposing HR team members to HR Technology, Digital & other future-focused events Yes we have a structured program	Investing in exposing HR team members to HR Technology, Digital & other future-focused events Not structured but sporadic investment or effort	Investing in exposing HR team members to HR Technology, Digital & other future-focused events We are planning but not yet executed	Investing in exposing HR team members to HR Technology, Digital & other future-focused events We have not started
Investing in access to content, membership, access to learning specific for HR team members	Investing in access to content, membership, access to learning specific for HR team members Yes we have a structured program	Investing in access to content, membership, access to learning specific for HR team members Not structured but sporadic investment or effort	Investing in access to content, membership, access to learning specific for HR team members We are planning but not yet executed	Investing in access to content, membership, access to learning specific for HR team members We have not started

Other (Please specify other initiatives that you are taking up to future-proof your HR team)

Section IV: Personal Details

Question Title

* Name

Question Title

* Organization

Question Title

* Designation

Question Title

* Industry

IT & Communication

Manufacturing/Engineering

FMCG

Banking, Financial Service and Insurance

Telecommunication

e-commerce

Transportation & Logistics

Retail & Wholesale Trade

Real Estate/ Infrastructure

Pharmaceutical/ Medical Devices/ Healthcare Services

Automotive

Energy

Other (please specify)

Question Title

* Organization Strength

Less than 500

500-1,000

1,000-5,000

5,000-10,000

10,000-20,000

Greater than 20,000