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Growing Importance
HR is growing in importance, and this upward trend sees it continuing to add deeper value in the future. Hindered in the past by being seen as mainly a core administrative function for payroll generation, the future is shaping up to be very different as these HR data sources merge with others to enable value creation.
Digital cf Legacy
Digital cf legacy is best categorized as being able to drive semi or fully automated processes both x-application from different vendors, and also x-ecosystem to deliver processes to both internal and external stakeholders. In other words HR continues to move from record keeping to proactive end to end human resource management process, thereby helping with your escape from the constraints of legacy.
Why Should you Work for Your System
Surely it should be vice versa, but this is the world of tech where complexity abounds. However, as you would have experienced in your personal life there has been a lot of change that enables your team to form an iterative directional path to add deeper value to the HR function such as optimize resource in workforce management, predictive labor expense management and improve staff engagement through collaborative employee self-service platform.
Processes that Work for You
Daily operational complexity for users and managers continue to benefit from controlled processes for both qualitative and quantitative functional processes that drive us all in the right direction. At the same time regulatory complexity is increasing behind the scenes, and as HR is dealing with all staff in the enterprise in every location, and because it involves PII there is more to do to safeguard data.
Data classifications and specific locations are required for purposes of both core and extended ESS process compliance for in-country, as well as regional rules, including GDPR whilst at the same time aggregated data is needed to drive value creation meaning that controlled compliant processes must always be in place.
Breaking out from HR
May sound like a plan, but this is all about the data. Combining Financial, Budgeting and Human Resource information on costs and headcounts can unleash deep value creation, and it is as much about projecting the shape of the organization going forwards with planned org charts, productivity KPI’s etc as it is looking backwards. In fact, as an example, one can appreciate that proactive commission management and other quality metrics delivered to the front lines can drive behavior change for deeper value.
Future Proofing
Today’s processes can be designed end to end from data collection (including from mobile), through all required ultra-granular transformation flows to actionable, contextual reporting + ranked analytics + workflows @anywhere @anytime in a process.
Simulations backwards and forwards test assumptions for deeper planning scenarios. Once working at a granular level then tasks can be fully or partially automated end to end, and this provides a firm starting point for the further exploring of nascent technologies like RPA and artificial intelligence.
Differences in Execution
System integration skills might be an important part of any deployment. Processes are likely to leverage your other existing systems, and as per digital cf legacy commentary above you will likely also extend processes to other specialist provider ecosystems. Not only that, but the internet of things (IoT) is bringing us all some additional time saving benefits. For example, in the area of time attendance in workforce management system noting that anything to do with biometrics has to be thought through carefully for privacy and compliance purposes.
No Change for Change Sake
Leveraging existing HRMS systems saves time and money, and no one wants to deal with long implementation times. As processes can now be ultra-granular in deployment your specific corporate objectives can be prioritized for incremental iterative execution.
