The HR function is moving beyond automating processes, reducing costs, and ensuring compliance in order to drive people decisions that grow the business. However, the majority of today’s HRIS solutions serve merely as filing cabinets for record keeping with no real business impact. Siloed from talent management, they prevent companies from making workforce decisions based on a 360-degree view of the employee. They also feature primitive analytics that provide minimal insights into the workforce and no support for workforce planning. Another shift is the employee demographic. More technology-savvy people – those who have grown up using mobile, collaborative, user-friendly, and graphic technology – are now entering the workforce. Yet today’s core HR systems are made for super-users and specialists since these systems require extensive training, resulting in low adoption.

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In the past, most HR vendors designed their technologies for HR departments to make their lives easier and get their job done faster – forgetting about the employees in the organization and making it more difficult for employees to use it. The complexity of the solutions and processes resulted in employees not using the tools provided by HR.

Today’s HR software is redesigned with the end-user in mind. It now meets requirements such as: improving HR service delivery quality; user-friendly experience; and mobile apps for anytime, anywhere access in order to make the application more attractive for employees and managers to use. With this next generation HR technology, organizations can help make employees’ lives easier, and keep them engaged, happy, and productive.

As the way people work today undergoes a transformation, it requires organizations to take a more strategic approach to HR by equipping them with the right tools to manage the new workforce. For that reason HR departments are no longer buying HR systems only for the features they offer and how they solve HR professionals’ lives. The major requirements are ease of use for employees and managers to engage them in the HR processes.

One of the biggest pitfalls within HR teams is the tendency to continue to do what has always been done by offering the same solutions and processes year after year. In some instances that may make sense as you view certain aspects of your HR offering as critical to your employee engagement. But it’s a good exercise to question your offerings and processes on a periodic basis, especially how to engage employees and managers better and how to differentiate products and services as a key to business success.

Now it´s your turn to ask yourself:

One global system of record: Do we have a platform that is effective across geographies, cost centers, legal entities, and employee types?

Complete workforce data: Do we have combined HR and talent data that deliver richer, more comprehensive employee profiles?

Powerful analytics: Do we have workforce data with financials, CRM, and other data for actionable insights?

Social collaboration: Do we provide social collaboration to optimize workforce productivity and accelerate innovation?

Seamless integration: Do we have a solution that can be easily connected with other solutions like Finance, CRM or ERP applications?

Ease-of-use: Do we provide an easy-to-use experience to our employees and managers to make their lives easier?

Technology has already changed the way global businesses run, in addition to opening new markets. Now, we need to let technology change the people dynamics of global enterprises. Don’t let distances and differences hold you back. If you can improve the compliance, consistency, and capabilities of your workforce, you can unlock the full potential of your business.

To learn more about how core HR systems can give you a competitive edge and enable success at your company, check out the latest assets from SAP SuccessFactors on the newly launched Employee Central Digital Hub. From leading analyst reports and white papers to customer success stories and on-demand webinars, you’ll find plenty of information to help you navigate the complex world of core HR systems.

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  1. Andy Yen

    Great post Andreas! Completely agree that by embracing a mentality of designing HR software for the end-user, not only affecting people dynamics within organizations and but how those organizations interact with their customers, partners and industries.

    Love the digital hub.

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