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HR Technology Support Services – Top 5 Trends

by Suhas Chaphalkar

To a layman observer, HR is just about “managing the organization’s Human Resources” while being oblivious to the other various facets involved in any modern HR function. It’s only upon having a closer look at the operational aspects of HR that one realizes the actual impact HR can potentially have in today’s world of business. And technology plays a crucial role in determining how big an impact HR can have.

Although there are a multitude of interesting changes taking place in the HR Technology and Support Services space, I would like to outline here the Top 5 trends that are expected to have a major impact.

  1. Cloud-based offerings

Everything is changing, and quickly, including the types of HR technology in use, the experiences those systems deliver and the underlying software designs making many of the traditional HR systems purchased only a decade ago seem out of date.

We can’t talk about disruptive technology without discussing the massive strides that have taken place in this field. Companies now are showing a strong preference for cloud-based platforms such as SAP SuccessFactors rather than building their own or investing in complex, time-consuming and prohibitively expensive enterprise HR solutions.

  1. Increased adoption of mobile solutions

There is a visibly increased focus on building tools that are not just easy to use but also easy to access. In today’s world of hyper-connectivity and mobile workforce, organizations need to support on-the-move access to its HR Technology and services for its Managers, Employees as well as the HR function to enable seamless, anytime, anywhere solutions.

While investment to date is on track for a slight decline from last year, deal activity in HR tech has grown consistently in the last 5 years and at the current rate is expected to increase more than 15 percent over 2015. This instability is being driven by the increased focus on mobile solutions and the emergence of video, social recruiting and wearable in the workplace.

  1. AI & Analytics

AI

Using AI as an HR function provides additional advantages by automating many of the processes that a Manager does on a daily basis that can be time-consuming and arduous at best. Some of the benefits are reducing human bias, selecting promising candidates from a large number of applicants and reduce administrative work.

Analytics

HR departments are generating more data than ever before but at the same time, they often struggle to turn their data into valuable insights. New tools and technology are needed because big data is so big, fast-changing and potentially unstructured. With these tools, HR organizations are able to perform analytics and forecasting to make smarter and more accurate decisions, better measure efficiencies and identify management “blind spots” to answer important questions regarding workforce productivity, the impact of training programs on enterprise performance, predictors of workforce attrition, and how to identify potential leaders. The ability to capture and analyze big data has enabled many companies to both increase revenues by better understanding and more accurately targeting customers and cut costs through improved business processes.

  1. Millennial Workforce

There is another category of learning products coming that I call “learning experience platforms.” They focus on delivering a “learning platform” and not just a “learning management platform.” In other words, they are places to go to browse and learn, and not merely to register for courses.

  1. Gig economy

There are two emerging markets that support the new way of working. The first is contingent workforce management systems. The second market is the gig-work networks that match workers to projects. The potential cost savings presented by the global gig economy can be attractive to HR teams as budgets go further. Technology is empowering social change. Our on-demand culture is changing how people want to earn a living. The freedom of being able to choose how, where and for whom you work is a huge benefit for the gig worker.

Understanding this trend helps the HR professional recruit, manage and develop a gig worker. For example, by introducing flexible working policies and investing in technology that supports remote working.The gig economy, it’s here to stay.

In conclusion, making the right software choice is quintessential for any and every HR organization as the use of technology to deliver HR services and how HR leverages technology to manage a firm’s human capital are the deciding factors that distinguish high – performing HR organizations from others.

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SaaS powered HRO: How to standardize, harmonize, optimize, virtualize and efficiently deliver HR services in your “long-tail” countries?

SaaS powered HRO_Neeyamo

Say “NO” to Long-tail countries HR blues

by Teena Thimothy  on 11 July ’14

Globalization may no longer be the buzzword but it sure has contributed to the new organizational agitator, “long-tail countries”.

Globalization provides varying benefits to multi-national companies and individual economies around the world, by creating markets that are resourceful, even out the competition by decreasing monopoly, and enables increased reach with potential customers.

However, there is also the assumption that the costs associated with globalization outweigh the benefits. Organizations will have to expand their employee reach too. This increases the chance of residual employees in multiple countries. Organizations may not be able to maintain a standardized global HR practice.

For organizations, the need to address HR requirements is always one of the key priorities. It is now about addressing these HR requirements in multiple countries where the chance of making available a local HR team to support the employee population can be very demanding. All the same, local employees require support from the HR organization.

An article by Alsbridge stated, there is no ‘silver bullet’ solution for the ‘Long Tail’, but consideration of the some vital rules will help organisations who are seeking the benefits of global HRO with the best HR Technology support.

The list of challenges and solutions may not seem to be in par, but organizations with presence in long-tail countries; primarily have issues pertaining to IT systems (many times the lack of it or its fragmentation)and lack of standardization. Local regulations are galore. All these combined with lack of proper business case to have local HR hinder HR’s ability to provide local HR support.

The trick to substituting the silver bullet, is to make available to these long-tail countries, a scalable, sophisticated and sustainable SaaS powered HRO.

Case in point: This is about an organization with more than 50,000 employees that operates in more than 50 countries worldwide. It has around 45,000 employees spread across 15 “large” countries, and around 5,500 employees across 35 “long-tail” countries with an employee count ranging from 1 to 500.

Of these, 25 countries had an employee count of less than 100. While large countries have access to local HR and world-class HR service delivered on Tier 1 OnPremise HRIS/ ERP, employees in the long-tail countries have very limited access to both HR, and HRIS!

The company wanted the same class of HR services to its employees across long-tail countries. It wanted to leverage the power of the cloud to make its HR systems universally accessible while aspiring to provide its employees with best-of-breed system and wanted to ensure it had a compelling business case for this as well.

The Challenges faced by global organization in “long tail countries”;

  • Inconsistent and inadequate HR support
  •  Lack of visibility
  •  Compliance risk
  •  Cost vs. service
  •  Fragmentation of HR information and systems

The company embarked on a journey to transform its HR service delivery leveraging SaaS powered HRO, portfolio of discrete HR apps, and a structured process (of course with the help of its partner) to standardize, optimize, harmonize, and virtualize its HR processes. It undertook a massive exercise to map its current processes and then drew global templates to standardize its global HR processes. It leveraged multi-tiered service delivery to ensure round-the-clock availability of HR services to employees worldwide. Multi-tiered delivery also ensured a fine blend of local-remote (centralized) delivery of efficient HR services.

Globalization is simply one of the changes happening in the workplace over the last few decades. The world of technology is opening up new possibilities for organization of all size. Consumerization of technology is not just a random trend but it is the key to achieving HR delivery excellence.

The key to releasing the issues associated with long-tail countries HR service delivery, is making available SaaS powered HRO services. This bundled approach enables minimal capital outlay, and a predictable variable pricing.