'Adoption' Is the Buzzword Make HR Technology Easy To Use
Global economic growth will create a new level of competition for people. HR organizations will shift their focus from cost reduction to retention and engagement. Technology will continue to make the world a smaller place, forcing companies to improve their employment brand in every possible way.
HR needs to explore composition of the workforce across all generations; from baby boomers to millennial and Generation Z addresses how organizations will use technology applications to address social responsibility initiatives such as diversity and inclusion.
Talent mobility is with us for good: thanks to tools like LinkedIn, Twitter, and Facebook people can find new jobs in a heartbeat. An Aberdeen study found that 73 percent of 18-34-year-olds found their last job through a social network and 89 percent of recruiters have hired an employee through LinkedIn
Leadership will continue to be in short supply, and hence, the HR will have to innovate and adapt new ways of engagement to stay ahead.
HR Technology is continuing to expand its capabilities to manage the individualism of each employee, and over time this will allow organizations to embrace social responsibility areas such as diversity, pay equity, wellness, and family leave in ways that are both compliant and tailored to each employee’s needs.
Data has become a new currency. Consider for a moment the huge variety and volume of documents associated with these HR processes, each of which carries with it different regulatory and legal requirements.
• Resumes, Job requisitions and applications
• New hire pre-boarding and on-boarding
• Employee status change notifications
• Employee referrals
• Timesheet processing and leave/vacation tracking
• Travel and expense reimbursement
• Exit interviews and off-boarding process
The HR technology and content markets have been expanding again since 2010. Top HR platforms ERP and engagement platforms like (JD Edwards, Peoplesoft, SAP Success Factors, Kronos, JAM, Yammer etc.) are all delivering integrated solutions or collaborating with various niche players to provide a complete solution bouquet.
Mobile apps, MOOCs and an explosion in the use of video has created a need to continuously invest in HR technology. In 2016 the theme is "simplification" - understand technology but keep it simple. Employees are already overwhelmed and we need to make these tools and content easy to use. "Adoption" is the buzzword - make technology easy to use that will deliver great organization value.
Enterprise HR System Strategies increase HR influence, organizations with one is 77 percent more likely to be viewed as a strategic business partner. User Experience continues to be a major factor in replacement plans. Organizations with low user experience scores are 4Xs more likely to be replacing their HR technology.
Further, as you think through the challenges of managing all the information required to run a modern HR operation, here are-
8 “Must Haves” for Your Content Platform:
1. Ease of integration with On-premise or SaaS
2. Effective management of employee information throughout the lifecycle of the relationship, including disposition of the information once it is no
3. Ease and speed of implementation
4. Ease of use, including access on mobile devices
5. Automated digital signatures and workflows
6. Secure protection of private information
7. Secure and comprehensive audit trails
8. Built-in compliance and regulatory workflows.
Ways to Modernize HR Technology Environment
1. 24 percent of organizations plan to maintain a Hybrid HR Technology environment compared to 11 percent planning to move everything to the Cloud through a Rip and Replace model
2. I am a big advocate for SaaS-based process solutions. Beginning with Salesforce, they have revolutionized how we buy and implement enterprise technology. Many monolithic HR solutions that were purely on-premise solutions that required long implementation cycles, with all the money paid up front, can now be bought on the cloud, implemented quickly, and paid for as an annuity. Which is that unless you think carefully about how the unstructured information associated with each of the above SaaS processes is managed across these processes, you will have created a set of irreconcilable silos – a genie that will be hard to put back in the bottle.
3. In addition, HR processes are surrounded by a lot of legal risk, more than many other business processes. And the records management capabilities of many single-process SaaS solutions Data will become a new currency,leave much to be desired.
Managing HR content and information in such a way that you avoid the creation of silos – is not without challenges. Most of the systems are not known for their ease of integration with SaaS-based process engines or for the cost and speed of customized solutions built upon their content platforms. All solutions have to be Mobile centric. This is now a rule rather than the exception for any new implementation.
Employees are no longer looking for a career; they're looking for an experience that is rewarding, exciting, and empowering. Engagement and retention has become a top priority with a holistic standpoint and hence, the HR and IT functions need to work together to have the right mix of technologies in place.