HR Technology Solution Provides Customers with More Options: A Look Inside Lanteria HR

Image courtesy of Lanteria HR.

Image courtesy of Lanteria HR.

Campaign/FTC disclosure: This is a sponsored product review. I will receive compensation for this post. I only work with companies I feel have great products, services and offerings. In accordance with my blog disclosure statement, I will only work with and showcase products, events and/or companies I believe my readers will benefit from.  I am not formally employed by Lanteria HR. All thoughts and viewpoints are created and written by me. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.

One of the things that has bothered me from the very beginning with certain HR Technology solutions is the lack of flexibility. Sure, they all preach about how flexible their solutions are; but analysts who have been through their share of implementations can attest to a different reality.

We have been able to convince most of the HR industry that having technology to streamline and/or facilitate their internal processes has some substantial wins where both productivity and consistency are concerned. Now that we have their attention, it would seem that we need to meet them where their customer journey begins.

As someone who has worked in HR previously, I know that the customer journey towards purchasing HR Technology isn’t often a proactive decision; but rather a reactive decision that commonly results from several, separate, yet connected pain points with processes and/or home-grown systems. There are usually work-arounds for the work-arounds and systems that don’t speak to one another which causes inefficiency and frustration for those doing the work. When your solution arrives on the scene to save the day, the single, most impactful thing you can provide is a flexible solution.

Although there is plenty variation in customer needs, most HR professionals will agree there are some basic needs that can be extrapolated across our industry.

Here are a few of them:

  • HR professionals prefer a solution that is has the capacity to scale accordingly with business as it continues to grow.
  • HR professionals prefer a solution that is intuitive, can incorporate their company lexicon and doesn’t require a lot advanced training or thinking to utilize it.
  • HR professionals expect the solution to make their jobs easier.

Recently, I had the pleasure of getting an inside look into a solution I was unfamiliar with called: Lanteria HR. Lanteria HR is a global HR Management (HRM) solution best suited for mid-sized to large companies. They currently service companies with as little as 50 employees up to 20,000 employees.  If you are an Office 365 customer/fan, you will love the way Lanteria HR integrates with SharePoint and the Office 365 product. Lanteria HR is a SharePoint-based system which means you will enjoy the personalization of roles as it integrates well with Microsoft Office. Lanteria HR prides itself on their ability to meet their customers’ configurations needs without expensive software customization.

Lanteria HR has 9 functional areas that you can utilize via the various modules delivered via the solution.

The functional areas Lanteria HR covers are: Core HR, Time & Attendance, Compensation, Recruiting, Onboarding, Performance Management, Learning, Succession Planning and Reports.  You will find that each of the five modules in the solution allow for easy toggling back and forth without issue.

When it comes to user roles there are three within the solution. There are the Core HR users better known as “Super Users”.  Then, there are the roles of “manager” and “employee”. Lanteria’s team can also create custom roles depending on your organizational structure needs. During my testing, it was great to simply change existing organizational charts; but also to be able to create new departmental and group-specific hierarchies as your organization changes and scales.

Learning & Development has a special place in my heart

With a natural focus on retention being prevalent in the HR sphere, technology that can facilitate the ongoing process as well as the roll-out of programs to a large number of people will become important.

In Lanteria HR’s Learning Development module, every employee has a development plan and profile. They have delivered reports that track L&D milestones. In addition, you have the ability to deliver and L&D training directly from the solution.

Types of training that you can have in this system are: E-Learning SCORM courses, Video, Homegrown Training Programs, MP4 files and/or links to training hosted on the internet (i.e. Vimeo or YouTube).

Where Succession Planning is concerned, I like that they focus heavily on career pathing, internal talent pools and delivering career goals at all three role levels through their dashboards within the module.

What does implementation look like?

Implementation for Lanteria HR is about 2-3 months from the time a contract is awarded. There are once a week meetings where you will meet with your assigned project manager and engineer. It is recommended that you have at least 1-2 people internally that can serve as your implementation team.  All training is delivered remotely via the train-the-trainer method.

What do their Service Level Agreements (SLA) look like?

Lanteria HR allocates engineering time as part of your licensing package. Since your solution will can be  hosted on-premises or delivered as a SaaS solution, you will either rely on your internal IT Team or Lanteria’s team for resolution of any technical difficulties experienced.  Major updates happen 1-2 times a year.  Lanteria’s support team troubleshoots technical issues when they’re related to Lanteria HR. If you experience issues with SharePoint, it should be resolved by your SharePoint administrator, IT team or anyone who manages your SharePoint.

What about pricing?

Lanteria HR charges per license/module. All fees for licenses include the cost of the license and implementation. Prices will vary as they serve customers internationally. You will need to contact them to be properly priced-out based on your company, team and needs.

All in all, if you are looking for a solution that has the capability of being delivered on-premises or in the cloud; with greater flexibility, personalization and control over your next HRM solution Lanteria HR is worth a look. It is simple, does all of the things that we as HR practitioners need to do in a day, plus has some extras that can help us drive the proper messaging and programming around Recruitment, Retention and Succession Planning.

Want to see the latest version of Lanteria HR? Check out there short feature tour here.

Get know Lanteria via their product overview below:

 

 

Are You Making Sensible HR Technology Choices?

Image courtesy of Flickr.com

Technology is evolving rapidly. HR Technology is a subsection of this innovation, and is also evolving rapidly in its own right. In addition to rapid expansion, HR Technology appears to be lucrative as well. According to a 2014 Forbes Article by Josh Bersin, the HR Technology market is a $15 billion dollar market. With that kind of money backing this industry, there are endless options and opportunities for both for HR Tech companies and potential buyers.

With more and more leaders shifting their focus to talent management strategies, having the right technology working for you is an operational imperative. The trouble with having all of these choices and options at our fingertips is it is overwhelming. From experts to reports, whitepapers and admittedly bloggers like me- it can be confusing to digest all of the tips, tricks and advice that is out there.

The purchase of HR Technology is one of the larger investments we make in HR. In many organizations, the request to purchase technology is enough to make your CFO gasp and that is even with the proper justification backing the request. If you’re going to invest money in new technology to facilitate your operations; it would make sense to do your homework on the market to ensure you are making the right investment.

You may be thinking ” well that’s obvious, Janine”. My experience has taught me that companies are not as dedicated to a proper selection and implementation process as you may think. More often than not, the purchase of HR Technology is lead by good intentions, distorted by unrealistic expectations and compromised by flawed decisions. One of the things that drives me mad about organizations is: when they choose a provider based on market presence or some other arbitrary factor without holistically considering other important factors like: customer satisfaction, customer retention, their specific niche, and how the technology will improve or facilitate operations etc. Instead, they end up making the wrong decision or poorly implementing a good system, because they were unclear about their requirements. Additionally, they forget to spend a fair amount of time thinking about the inherent limitations and opportunities involved with the purchase.  The criteria I mention are just a few of the many things that should be considered when looking to purchase HR Technology.  As an HR practitioner and potential buyer, half your battle is understanding how important it is to give yourself and your team adequate time to evaluate your HR Technology of choice before purchasing.

Now for some help…

Recently, I was fortunate enough to receive the G2 Crowd Grid for Recruiting Software from my friends at Ultimate Software. While it should not be your sole data point for deciding what to choose- it is certainly a step in the right direction towards making sensible HR Technology purchases. Perusing this report, you will find scores for satisfaction, market presence, number of ratings etc. You can even compare HR Tech providers to see how they stack up when it comes to implementations, contract terms and pricing.

If you are in the market for a new ATS or other HR Technology-this report is worth reviewing. You may even be surprised to find out who is leading the HR Technology landscape at the moment- I know I was. I will hint that some of my favorite Recruiting Technology providers are finally receiving the kudos they deserve.

You can get a glimpse of the report below. The grid as pictured below shows how Recruiting Technology providers stack up when it comes to ‘satisfaction’.

 

For the a free, full report and the ability to run your own analysis of Recruiting Technology providers, click here.

Have an HR Technology Implementation question? Set up a 15 minute Talent Strategy call with me here.

 

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