History of HR profession and HR technology and the atomization of HR processes and technology. Towards HR-as-a-Service, powered by a Digital Core.

1. NGA Human Resources confidential. 1
HR Then & Now
A Path to the Next Generation of HR tech
Michael Custers & Ivan Mostien

2. NGA Human Resources confidential. 2
NGA HR: Let’s Make HR Work
8m+employees served on NGA-
installed HR systems
150+
Working with
8,000employees in 35 countries
1,000+HR system implementations
452m £FY2015 revenue | c. 640m USD
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Providing HR &
Payroll services in
8
HCM platforms
which NGA can
deliver HR
services on
25+
1 out of 5
of Fortune 500 companies
countries
languages
supported in
our HR service
centers
UK SMB
<500 employees
3
key
market
segments
UK Large &
Mid-Market
>500 employees
Enterprise
HR BPO &
BPaaS
clients 1969
In the business of
HR & payroll since

3. NGA Human Resources confidential. 3
HR operating model
+
People
Process
Technology

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“How can we know
where we are going
if we don't know
where we’ve come from…”
David McCullough
American historian

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Mainframe

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Personal Computing

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ERP : integrated HR business processes

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Rise of Best-of-breed with Talent & Recruiting

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Copyright NGA Human Resources. All rights reserved.
ERP deep pockets vs Cloud startups
Workday
SuccessFactors
SalesForce
Oracle/Peoplesoft/Taleo
SAP
2007: Core HR
in the cloud

10. NGA Human Resources confidential.
History of HR profession & HR technology
10
... – 1980 1980 – 1995 1995 – 2010 Today Tomorrow
• Payroll
administration
• Payroll administration
• Workforce Admin.
• Timekeeping
• HR Reporting
• Payroll administration
• Workforce Admin.
• Timekeeping
• Recruiting
• Talent
• HR self-service
• Move of HR Reports
to Dashboards
• Payroll administration
• Workforce Admin.
• Timekeeping
• Recruiting
• Talent
• HR self-service
• HR Dashboards
• Predictive &
prescriptive analytics
• App driven approach
HR Management Business Partner Strategy Enabler’Personnel’
HR
tech
HR
org
HR
delivery
GBS, BPaaS & Apps
?
Corporate/central
Finance driven
Standalone function
HR in the business,
Shared services & BPO
Legacy &
Mainframe
Local applications
PC based
ERP OnPremise
Client/server
Global & Cloud based

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“Atomization” of HR processes and technology
Payroll
HR
Comp
Performanc
e Mgmt
Engage-
ment
Learning
HR Admin
Leave
Management
Benefits Admin
Wellness/
Health
Recruit Onboarding
Employer
Branding
Payroll
Travel Management
Time
Absence Mgmt
Workforce Planning
Recruit
Talent Mgmt
Benefits
HR
Payroll
Time
... – 1980 1980 – 1995 1995 – 2017 Today & Tomorrow
’Personnel’ HR Management Business Partner Strategy enabler
Legal & mainframe Local best-of-breed & PC-based ERP Onpremise / Client-server Global & Cloud-based platform
Corporate/centra As a separate line of business HR in the business GBS, BPaaS & Apps
& Shared services & BPO
Expense Management
Apps & integrations

12. NGA Human Resources confidential.
Your current HR systems landscape?
12
Core

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ERP OnPremiseLocal PC based
applications
HR metrics
13
Time
... – 1980 1980 – 1995 1995 – 2010 Today Tomorrow
Mainframe local PC solutions ERP Cloud HR-As-a-Service
What about the level of integration of HR systems?
What about the cost of HR Delivery?
What about the value and empowerment of HR?
Mainframe Cloud Solutions
How to solve this
conundrum?

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Automation
Transactions
& services
In-house
Outsourced
Integration
Towards HR-as-a-Service, powered by a Digital Core
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Cloud-based
HR data
‘Digital Core’
Apps & 3rd parties

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HR-As-A-Service thinking
1. Abandon legacy
• Engineer for speed & agility
2. Adopt standards
• For integration & interoperability
3. Enable automation & self-service
• Organize transactions at lowest cost
4. As-a-Service
• Platform-as-a-Service: strong core – versatile apps
• Software-as-a-Service: HR in the cloud
• Business Process-as-a-Service: outsource compliance risk
5. Flexible cost models
• By-the-drink pricing
• Scale up – scale down
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16. NGA Human Resources confidential. All rights reserved.
Questions to ask yourself & your CIO
1. What is our HR systems strategy? (Do we have one?)
2. Are our HR systems future-proof?
3. Are we able to pull HR data from HR systems quickly?
4. Do our HR systems enable a unified employee experience?
5. Does my HR Operating Model support my organization
strategy?
Does it drive employee engagement?
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17. NGA Human Resources confidential. All rights reserved.
Thankyou
michael.custers@ngahr.com
ivan.mostien@ngahr.com
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