Today
multinational corporations can automate the entire "recruit to retire"
process and in so doing align the workforce to the corporation's
strategic objectives
• Studies have shown a direct co-relation between operating
income growth of companies across a wide range of industries and the
successful use of such applications as competency management, workforce
planning, learning management systems and HR oriented help desks to
improve workforce management
• Outsourcing of HR technology and
processing is the single largest trend in business process
globalization in 2006, with over 80 % US companies slated to take the
outsourcing route to provide improved employee experience to their
global workforce
HR morphs from Support to Strategic advantage:
In the past year HR organizations worldwide have graduated to becoming
savvy technology users- evolving from a largely service delivery
organization to one that focuses on strategic HR programs. HR staff is
freed from repetitive and mundane administrative tasks to concentrate on
human resource development programs that emphasize employee
productivity, performance and retention. Companies are today maximizing
the value of their most important asset --employees -- aligning their
skills, activities, and incentives with business objectives and
strategies.
Over the last 15 years the HR function in
corporations has been investing a great deal into technology without
realizing a significant ROI. Frequently, HR technology projects don't
deliver the expected results. A key factor in this is a failure to
define functional requirements clearly. By not basing these requirements
in a solid HR strategy, organizations spend too much money on ad hoc
software purchases or, even worse, under-use multi-million dollar HR
software suites by not implementing modules that could be of significant
value. The modules most likely to be left on the shelf are those
considered key to operational human capital management, including
competency and career development, recruitment, performance management
and succession planning. Along with the right software, clean data and
tight integration are critical success factors which are often
overlooked. Key stakeholders must have access to accurate, consistent,
integrated data which cannot happen unless HR and IT objectives are
fully aligned. This successful alignment requires an understanding that
changing technology alone will achieve little. Change starts to deliver
its value only when supported by and integrated with other elements of
the infrastructure, which are part of an explicit HR strategy.
Operate global act local
For the global corporation, a unified data model provides a single,
accurate view of HCM parameters. For example, such a model for payroll
would support worldwide payroll processing with BPO, maintenance, global
deployment and management across borders. Choosing the right service
provider with requisite domain knowledge will allow installation and
operation of payroll that fully complies with local requirements on a
worldwide basis.
Portals are the key
Through the use
of intuitive web interfaces companies can use portals to communicate HR
information to employees across the company-not just knowledge workers
but mobile workers, maintenance, field and ground staff. Lack of
standard conventions, standardization and compliance for content and
graphics has been the primary challenge of corporate portals. However,
increasingly, portals require integration with packaged or custom
applications, such as an ERP, recruiting software, expense management or
travel software, etc. As integration with these solutions becomes more
seamless, the line where portal standards begin and end will become less
clear.
Self help is the best help
By using personalized self
services- web based transactional tools employees can self manage their
HR information for updating their payrolls and benefits selection and
skill profiles. HR professionals can now move from being transaction
processors to consultative partners. A new trend in Self Service systems
include MSS or Manager Self Service Systems in which managers can carry
out administrative tasks surrounding employee payroll changes, job
transfers and scheduling of training.
In school yet on the job: e-learning makes headway
There is a direct correlation between an organization's investment in
training and its performance in the marketplace. Companies are using
enterprise learning Management initiatives to turn learning into a
business advantage. Through the selection and deployment of effective
tools, companies can couple effective knowledge transfer and efficient
learning techniques with corporate strategy and business objectives.
E-Learning will serve as the only effective way of training a widely
dispersed staff in a consistent manner. Combined with personalization,
e-learning will become targeted, just-in-time help that is available 24 x
7. Corporate guidelines and standards will have to evolve to handle
e-learning and other types of online, multimedia tools.
In
Hexaware's experience the following corporate requirements need to be
met in order to implement an effective Elearning solution.
• The solution must be very responsive to changing business needs
• The solution must be ubiquitous and easy to use
• The delivered training should match the quality of one-on-one training
• The solution developed must be open, flexible and expandable
• It must be designed to support both backward and forward compatibility with existing and future systems and standards
• The deployed solution must be designed to communicate with other enterprise systems
Its your data working for you: Analytics for global HR decisions
Questions like, how far in advance of hiring should you begin
recruiting for new hires? How can you reduce hiring lag times? With HR
Analytics, you can analyze your hiring cycle to ensure you have the
people you need, when you need them.
HR Analytics provides the
tools for policy development and decision-making. Design, implement, and
monitor corporate strategies, analyze workforce data, and continuously
evaluate how various scenarios affect business goals.
Typically
HR Analytics will help gain visibility by providing best-practice
methodologies in hiring, training, benefits, and performance analysis,
KPI (key performance indicator) benchmarks, metrics and analysis
techniques. These provide the power and path to root-cause analysis
across the Enterprise. – Answers to hundreds of key business questions
providing a complete view of employee resources and costs across all
areas of your organization.
Deploying such systems involves
bringing disparate data sources together and feed them back to answer
your business questions. No longer confined to a limited, silo view of
your data, HR analytics integrates data with other views transforming
operational data into powerful and actionable information designed for
the agile corporation.
For more articles, visit www.hexaware.com
