Q&A on HR Technology
This is a special advertising section featuring experts' thoughts on technology-related challenges.
By Colin Brennan, Senior Vice President of Cloud Deployment Solutions, Aon Hewitt
Q: What's the one HR-technology solution today that is most transforming HR departments?
A: The move to the cloud for enterprise human capital management is transforming HR. Even more transformative is the advancement of self-service tools, which have now become so easy to use that employees and managers are turning to them consistently. This shift has, in turn, allowed HR to focus on higher-level tasks and key business priorities. Many SaaS platforms, such as Workday, provide real-time insight that HR can use to change from a reactive support role to a strategic function leveraging information and data to help drive business decisions.
Q: Going forward, what areas should HR leaders be focusing their HR- tech investments on to secure the best bang for the buck?
A: HR leaders are realizing the value of using one single system around the globe to support their business. Moving to a central system provides the organization with better self-service and improved analytics, positioning them for growth in a global economy. Additionally, we have also seen major investments in recruiting as organizations face increased competition to attract and retain top talent. Many recruiting systems are very old and focused only on the recruiter experience, whereas modern systems focus on the candidate and manager experience. Combining new platforms with leading selection tools removes much of the cost of hiring and allows companies to find new talent pools.
Q: In implementing new HR-technology solutions, what are the specific best practices HR leaders should be employing to ensure that those implementations go smoothly and successfully?
A: For cloud solutions, the rule of thumb is "just because you can does not mean you should." New SaaS platforms often make things so easy and configurable that they become impossible to support down the road or make the employee experience very challenging. Specific pitfalls that you must avoid:
* Don't fall into the temptation to include an HR role on every approval. Keep the approvals simple and rely on reporting to get HR the transactional information it needs.
* Don't configure notifications to be sent at every step or part of a process. Because the notification systems are so simple and easy to use, it's tempting to go overboard and share alerts frequently and with a broad group across the organization. "Alert" fatigue will quickly set in and these systems will lose their value for key stakeholders.