TECHNOLOGY SPECIAL REPORT
HRIS
GETTING THE CFO OVER THE LINE
should be able to uncover the requirements based on your HR strategy and overall company objectives,” he says.
Kevin Brooks provides his tips: “In many cases the CFO is the hardest person to convince that a new HR system is needed, which is why you need to build your business case carefully. Highlighting the ROI in terms of the efficiencies that will result from automating and streamlining your HR functions is critical to convincing decision-makers. Measuring an HR system’s ROI can be quantified in the following ways: eRecruitment can significantly increase efficiencies when shortlisting candidates, managing applications and automating rejection letters. Performance management and succession planning efficiency is greatly increased when using HR technology. Not only will you be able to streamline these processes but also make better business decisions.”
Getting buy-in Further to educating the CFO and other decision-makers about the benefits of new HR systems, the CIO and business analysts need to be involved in the decisions around HR tech investments. The CIO in particular needs to be comfortable that the system can support the company’s data security, data hosting and technical requirements.
Ask for ‘sandbox testing’ as a component of technology selection. Buyers need a first-hand experience of interacting with the application and navigating in the tool. Technology providers are adjusting to these demands by having ready-to-configure sandbox environments, detailed user guides and a helpline within the sandbox. Providers unwilling to give open access to clients for testing will find it increasingly challenging to compete.
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The entire HR software market is over US$10bn in size and Bersin by Deloitte says many segments are growing at double-digit rates Getting buy-in from your employees is also crucial, says Brooks. “By including them in the process they are less likely to resist the change in adopting a new technology or software, which will ultimately drive the success of your new system. A great way to engage your staff in the process is to do an internal survey or pilot group to understand their requirements well before you start speaking to vendors.”
Be sure to go beyond functionality to understand the software vendor’s strategic direction, road map, services and support model.
Final tips For those companies that are considering implementing new technology and/or service delivery model changes, there are a few key points to consider from the ISG report:
Pay significant attention to and invest in change management and process redesign. New tools applied to old processes, or tools that aren’t used by the majority of employees or managers, will not work as intended.
Understand the specific ways that HR technology can best support the most critical business processes; create detailed
Develop a business case for change that incorporates the strategic, operational and financial benefits for the organisation.
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use cases that focus on the organisation’s key requirements.
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In making the HR transformation, be sure to address all parts of the overall service delivery model, including shared service centres, HR knowledge base/HR portals and customer support solutions (eg telephony, chat, case management).
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17/11/2016 11:43:54 AM