Strategic use of HRIS
Modern HRIS promise to consolidate or replace out-moded, disparate HR systems to yield significant savings and free up HR and management to focus on value-add tasks, using insight from connected data that translates into positive, strategic decision-making for the business.
New players in the HR technology space, such as Workday and SuccessFactors, are transforming ways of working, planning, managing talent and reporting. Existing players are developing their own integrated application suites to offer end-to-end employee life cycle support. These systems can adapt and scale more easily to meet changing business requirements.
For HR, the opportunity is there to free themselves from the transactional processes that have traditionally consumed their time and to focus on the value added task of strategic development of the workforce. This could be a game-changer for HR, transforming the way they manage and interact with their people, enabling them to respond to business needs, and in turn helping to transform their credibility within the organisation.
Organisations need to consider now, more than ever, whether they can take advantage of the opportunities offered by these new technologies. However, there are still significant challenges, such as deciding what is right for your organisation, planning a successful transition and realising the expected benefits. If organisations fail to plan properly, this could be a painful learning curve.