Being the HR Leader of the Organization, you are wondering how can you create productive, engaged and effective workforce and lead the People Experience Transformation in your organization. You goal is to build employee experiences that realizes the full potential of your workforce that allows seamless onBoarding, employee collaboration, innovation mindset, candid culture, instill life long learning with perks and benefits that our industry’s best. You believe the easiest ways to achieve this is to implement a state of art HRIS solution in the cloud. You start reaching out to vendors to evaluate the best solutions in the market that can create a new employee engagement platform. Transformation is not enabled by technology, but it is truly a shift in the mindset of entire organization to simplify organization structures, business processes and systems to enable agile response to business needs. I have mentioned are a few things in this blog that you should be doing before you even start evaluating a new HRIS software.
Step 1: Take Stock
It is not just understanding your current business priorities but also looking out in the future and analyzing market trends to predict how your business and the industry that it operates in will transform in next few years.Once you understand the business need, you can evaluate the delivered solutions with the lens specific to your organization.
Identify the current roadblocks, pain points and manual/inefficient HR Business processes in your organization or your current HRIS solution. Its very important to know the key challenges you can evaluate how a new software can help you minimize those. It is also important to understand what is currently working really well to map it in the new software, A great thing to do before you set out on your cloud journey is to understnad the unique business processes that your organization uses that is not standard in your line of business. Why were they created, what value does it add and is it possible to simplify or eliminate them?
Valuable People Insights
Evaluate a list of current business critical reports as well future People Insights that can support changing needs of your business. Talk to your business unit leaders and understand and prioritize useful People Metrics that can enable them to make insightful business decisions. Take stock of all the compliance reporting that is needed to make your organization compliant to all local legal laws and regulations. This is most critical requirement that your new HRIS should fulfill.
An employee system needs to interface with many third party systems as well as home grown system that rely on People Data to function. These could be Finance, Facilities, Security, Badging, Benefits, Time Management, Procurement, Travel and Expense etc. Understanding your external touch points and how that might change and their people data needs upfront will help you invest in right HRIS Solution available.
Step 2: Simplify & Define Business Processes
At the heart of your transformation lies, simplification. Once you have taken stock of the above, its now time to get into the brainstorming sessions to find what areas of business can be simplified to be nimble and respond better to dynamically changing business needs . Here are top areas that can be simplified:
Evaluate your current Org Hierarchy and find out ways where this can be simplified to meet the people reports needed by various business leaders for a future state organization. It is critical to simplify the Org Hierarchy so you can capture data elements that can provide you with valuable People Insights. This is the heart of your simplification and if you get future state Org right, you will be able to meet all needs of your Org Leaders to make agile business decisions.
Identify reports which are no more being used. For reports in use, evaluate the data elements needed for the insights so you can simplify and eliminate redundancy and clutter on the reports.
Its time to evaluate your approval workflows and determine which transactions need approval and by whom and why. Who should be approving it and who should be notified. I highly recommend that organization should focus on defining one global business process for each HR transaction. I know a customer who did this and ended with a very successful implantation leading up standard global HR business processes across the organization. A great example of true Global HR transformation.
Employees all around the world are getting used to a digital assistant for performing their day to day tasks at home and at work and you can take employee experience to the next level by considering a software vendor that can support enabling a digital assistant for automating mundane employee, manager and HR admin transactions. This is the future of employee experience and will be preferred way for millennials to interact with any software. Think of how you will like to automate some of these experiences for your end users to create a delightful system experience.
Life Long Learning
With the average human life span in developed nations growing to 80 years, it is critical to invest in a platform for your employees that supports their Life Long Learning and Growth Mindestby supporting learning on the go with learning content available on mobile devices.
Millennials and thrive on constant feedback and kudos instead or yearly and half yearly reviews. An HR system that support continuous performance feedback coupled with a Kudos system will keep your employees motivated to contribute to Organization’s goals and vision.
A system that keeps stock of your Talent Profile that lists employees skills, competencies, learning history, their development goals will be key so you can assess your organization’s talent pool and leverage it to grow your business or identify the skills gaps so you can bridge them to support the necessary growth in the organization.
Your new HRIS system should simplify the OnBoarding experience for your employees that can help them become productive the first day of their employment. Investment in a good a good onboarding system with can significantly reduce your time to hire an employee and enhance the engagement for your new employees.
Step 3: Implement
The third step will be to identify an HRIS system that meet the above needs and then proceed to implement your new HCM software that will enable the Human Revolution in your organization to enable HR to become to a true strategic function. Remember HRIS is just a tool to help you in your transformation and real Organization Transformation cab be achieved by simplification and willingness to change your current business process to support the perpetual changing business dynamics. The Human Revolution is here to take your employee experience and engagement to the next level. Are you Ready???