Digital HR technology comes of age. The digitisation of human resources

Digital HR technologycomes of ageThe Digitisation of Human Resources

Copyright © 2015 Accenture All rights reserved.

Typically, Human Resources (HR) has managed people separately from other parts of an organisation

Overview

However, HR and HR SaaS technology evolution means HR is becoming embedding in everyday business

We identify five key trends to outline how this is occurring

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Trends


Blurred lines of responsibility between IT and HR

HR define if and when to uptake new or updated SaaS functionality

HR own system configuration

Overall reduced cost of ownership to businesses

Human resources goes digitalHR departments are seizing ownership of IT systems to achieve business outcomes and drive organisational change.

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Human resources becomes decentralisedDigitisation decentralises HR activities to users and embeds them in the business.

Shift of power from HR staff to the user

Improved user experience

Greater access to and ease of reporting

Reduced ratio of HR staff to Employees

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From day-to-day administration

To analytics, insight and prediction

HR expected to deliver value add services

Greater insight into employee engagement and productivity

Human resources knows the businessDigitisation empowers HR to mine employee data for insights so it can ‘market’ messages and initiatives more effectively.

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Human resources adds valueAs HR becomes technology-based, its focus is on adding business value.

From cost cutting and administrative efficiencyTo identifying global and internal talent, spotting trends and gaps in the workforce and implementing structural transformations

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Convince with data to influence strategic direction

Significant impact on productivity, customer experience and cost management

Human Resources wins over the boardroomHR is becoming indispensable to the strategic capability of business.

Improved hiring and retention – including predictive recruitment

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Key Considerations

Consider your business model

Implementation is different

Don’t underestimate complexities

Increase user adoption

• Constant review of functions & processes to get value SaaS expenditure

• Governance structures to review impact of policy and process changes

• Effort required to build and maintain complex integrations

• Identification, design and build of custom reports not delivered as standard SaaS reports

• Be open minded to move at pace• Design & Build is iterative and

flexible, Testing is adaptive and ongoing

• Changes can be quick and made after implementation

• Considered change management approach, doesn’t have to be costly

• Drip-feed functionality into an unprepared environment to reduce impact, such as full self-service


Four Pillars of Value from HR SaaS

Enhanced User Experience

Improved DataCapture and Mining

ReducedCosts

Greater Flexibility to manage organisation

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Read the full report Digital HR TechnologyComes of Age at:accenture.com/HRSaaS