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- ERCO Worldwide
- Children’s Aid Society of Toronto
- HR systems are ineffective at supporting HR,
organizational and business goals, and involve inefficient use of HR and IT
resources. Business support for HR IT systems is limited, resulting in the lack
of a strategic view of those systems, which further exacerbates the problem.
- In most organizations, HR IT systems have evolved tactically on an as-needed basis resulting in unintegrated systems and significant effort on manual workarounds.
- The relationship between HR and IT is not optimal for technology decision-making. Systems-related decisions are made by HR and IT is typically only involved post-purchase to fix issues as they arise and offer workarounds.
- IT systems for HR are not viewed as a strategic differentiator or business enabler, thereby leading to a limited budget and resources for these systems and subsequently hindering the adoption of a strategic, holistic perspective.
- Adopt a strategic approach to HR systems and get it right the first time. This will be more cost effective than addressing issues as they occur.
- Be clear about roles and responsibilities: identify the right process owners and assign responsibilities to ensure success.
- Get your house in order by first supporting core HR functionality before focusing on more ambitious business-enabling functionality. Moreover, tackling core HR functions first will free up resources that could be used to drive business-enabling functionality and support more strategic objectives.
- Build a viable business case: spend time to communicate how HR IT systems can enable the business to gain buy-in and approval from business.
Impact and Result
- Adopt a holistic perspective of IT systems for HR.
Evaluate the health of current systems, understand the pain points, and
identify the desired features to develop the target state and system roadmaps.
A well-structured strategic effort can have several benefits:
- Robust HR IT systems that support HR and organizational and business needs efficiently.
- More productive HR team that spends less time on manual processes and focuses on value-adding activities.
- Reduced IT effort on training, support, and maintenance.
- HR activities aligned with organizational and business goals.
This guided implementation is a three call advisory process.
Call #1 - Determine project approach
Discuss your current state of HR systems. If you are facing multiple issues (e.g. lack of integration, multiple systems for same functionality), we can offer a project approach customized to your situation.
Call #2 - Gather requirements
We can guide you on building a comprehensive set of requirements that takes into account HR needs and business objectives. We can help translate business objectives into HR and HR system capabilities. Get guidance on prioritizing the compiled requirements.
Call #3 - Evaluate architecture options
Once you have compiled your requirements and identified system gaps, we can help you decide on approaches to selecting your HR system solutions. For example, should you pick a point solution or a comprehensive suite? How do you approach the SaaS vs. on-premise question?
Book Your Workshop
Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Document the Current State
- 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.
Outline goals and project expectations
Discuss pain points and benefits
Document current state
- Inventory of current HR systems
- HR systems map
Module 2: Perform an HR Systems Health Check
- 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.
Build a list of requirements
- Business requirements
Determine gaps in application coverage
- Gap assessment
Assess functional quality of each application
Assess integration quality between applications
- HR Systems Health Assessment
Module 3: Build the HR Systems Roadmap
- 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.
Examine the HR technology market
Examine system dependencies
Build the HR systems roadmap
- HR Technology Roadmap