Drive a Robust Systems Strategy to Achieve HR Objectives and Enable the Business
Save time, optimize your resources, and engage the business by building a right-fit HR systems strategy.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.A non-existent strategy for HR IT systems can cause the following:
- Lack of business support or budget for HR system investments
- Decision-making in silos and unplanned system growth and redundancies
- A weakened HR-IT relationship
- Data quality issues and compromised analysis and reporting capabilities
- Manual workaround and excessive manual intervention leading to organizational discomfort
A well-defined strategy for HR IT systems enables the following:
- HR resources can be redeployed to value-add activities by eliminating excessive manual efforts
- Existing HR processes will be more efficiently supported
- HR systems used organization-wide will have a more consistent user interface
- HR’s profile will be strengthened by supporting and enabling business goals
- Firefighting and ad hoc support requests to IT will be reduced
- IT’s effort in maintenance, support, and vendor engagement will be reduced
- IT will be involved in HR systems decision making and will be able to offer input on applications and tackle integration issues before they arise
Book Your Workshop
Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.
Module 1: Document the Current State
The Purpose
- Set expectations for the project.
- Agree on pain points and understand potential benefits.
- Create an inventory of current HR systems.
Key Benefits Achieved
- Agreed upon expectations.
- Understanding of pain points and benefits.
- Understanding of the complexity of the current HR systems.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Outline goals and project expectations |
|
| 1.2 | Discuss pain points and benefits |
|
| 1.3 | Document current state |
|
Module 2: Perform an HR Systems Health Check
The Purpose
- Identification of business needs.
- Assessment of gaps.
- Assess of function and integration quality of HR systems.
Key Benefits Achieved
- Agreement on business needs and gaps.
- Understanding of the current quality of HR systems.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Build a list of requirements |
|
| 2.2 | Determine gaps in application coverage |
|
| 2.3 | Assess functional quality of each application |
|
| 2.4 | Assess integration quality between applications |
|
Module 3: Build the HR Systems Roadmap
The Purpose
- Understand options for application selection.
- Understand system dependencies.
- Determine rollout order for new applications.
Key Benefits Achieved
- Understanding of what types of applications are needed.
- List of planned next steps for the rollout of the new strategy.
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | Examine the HR technology market |
|
| 3.2 | Examine system dependencies |
|
| 3.3 | Build the HR systems roadmap |
|