The days when HR didn’t have to think about IT are long gone. Find out how growing businesses can make a good start in the world of HR tech, and what mature businesses can do to go from good to great.
By Tom Elliott
In an ever-changing world, at a time when the labor market is in transition globally and knowledge workers in particular are becoming harder to find and replace, it’s more important than ever that businesses have a clearly defined HR Information Systems strategy.
For HR teams supporting rapid growth, this adds to the challenges. HRIS management skills need to be developed or recruited externally in order to be effective. Devolving all responsibility to the IT department is not an option for ambitious teams who must ensure that the employee experience your HR team provides gives you an edge over your competitors.
Good stewardship of HRIS architecture starts with knowing what the baseline is, and then building a blueprint based on that foundation which supports the long-term business objectives. The day-to-day is important, but it has to be augmented with tactical choices that line up with the rest of the organization.
Staying current with industry trends and technical innovations is key. So is knowing the capabilities of what you already have. For Microsoft-based businesses, there are a range of cost-effective solutions that can make a big difference with very little overhead, and some quietly revolutionary shifts in user experience that allow your people to not waste time on mundane tasks that add little value to the bottom line.
Technology is closer than ever to delivering on its promises for HR. With a little planning and HRIS strategy, some investment in skills, and maybe a good partner – HR teams are closer than ever to achieving the holy trinity of HR tech – processes that add value to your workforce, that drive up adoption and result in improved data quality, leading to insights which support the evidence-based practice you’ve been longing for.
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