Workforce.com has an article available exploring how the perception of core HR software is changing as new players enter the market. It raises some very interesting questions about how HR processes and functions are evolving. Applications and features that might not have been considered “core” are now viewed as essential by many organizations. At the same time, traditional ways of delivering core HR applications are losing ground. Employers are getting used to the idea of hosting even the most basic aspects of personnel data on an HRMS in the cloud or on a server operated by an SaaS provider.
The most obvious difference between the HRIS of today and 15 years ago is advanced reporting capability. Companies aren’t content to simply use HR to administer a workforce anymore. True human capital management is coming into its own – and the decision-making process is driven by data, data, and more data. A core HR suite that doesn’t provide business insights is missing fundamental functionality.
SaaS Vendors Rely on Affordability to Build Market Share
For large businesses with an established on-premise HRMS, letting go of that substantial investment to go with an admittedly more cost-effective SaaS solution can sometimes be a tough call. There has to be a clear reason to switch based on if the suggested SaaS replacement actually improves HR processes and if it has a good ROI. However, for small businesses just starting up, the choice is a little easier. They can get affordable access to a greater variety of core HR products without having to worry about the IT side of things. Also, they may have fewer concerns about building interfaces with backend systems since their overall IT picture is typically simpler.
Greater Core HR Compliance Is Needed
One area where neither large enterprises nor small businesses can afford to skimp is HR compliance. This aspect of core HR software should be considered just as important as fancy reporting functions. However, many vendors are still lagging behind in building rules enforcement for things like records retention, E-Sign Act compliance, audit trails, and so forth into their applications.
At Emerald Software Group, we’re actually at the leading edge of HR software that focuses on increasing compliance. That’s one reason we consider our Universal Onboarding software a component that should be part of every core HR system. After all, new hire forms are where your HRMS data comes from in the first place. Eliminating errors and omissions in this part of the data collection process should be foundational – not an afterthought.
Showing posts with label HR software. Show all posts
Showing posts with label HR software. Show all posts
Tuesday, May 24, 2011
Monday, May 2, 2011
Why HR Analytics Matter Part 1
At mid-sized to large companies, extensive HR software use is the norm. However, not all programs are created with the same capabilities; and even the best software doesn’t act as an effective business tool if it isn’t being used to its full capacity. Oracle and CedarCrestone have published a whitepaper about HR technology and processes as they relate to driving return on an organization’s human capital investment. The paper naturally focuses on the ways Oracle’s products support the effective use of HR analytics. However, the principles discussed can be used to evaluate your use of any current HR application and help you explore the value of new products.
The Paper’s Conclusions
• Businesses may experience significant losses of talent as the job market improves and employees leave to look for more satisfying work experiences or better compensation.
• Today’s businesses have access to software tools that can identify high value employees and factors that drive satisfaction. Employers need to start leveraging this information to retain talent.
• Businesses can make wiser human capital investments in areas like employee development with the use of more accurate HR analytics.
Survey Results
One part of this paper that you will definitely want to read is the section that offers information about performance for businesses that leverage existing and emerging HR technologies properly. This is the kind of data HR can bring into discussions with C-suite executives to make the case for investing in relevant HR technology. For example, the combination of ESS, MSS, and an automated HR help desk is linked to higher operating income growth compared to businesses that don’t implement these applications. Universal Onboarding is another self-service application that would dovetail well with the trend toward relieving the burden on HR and increasing worker satisfaction.
Next week, we’ll look at the ways HR analytics support best practices and how onboarding fits into the picture.
The Paper’s Conclusions
• Businesses may experience significant losses of talent as the job market improves and employees leave to look for more satisfying work experiences or better compensation.
• Today’s businesses have access to software tools that can identify high value employees and factors that drive satisfaction. Employers need to start leveraging this information to retain talent.
• Businesses can make wiser human capital investments in areas like employee development with the use of more accurate HR analytics.
Survey Results
One part of this paper that you will definitely want to read is the section that offers information about performance for businesses that leverage existing and emerging HR technologies properly. This is the kind of data HR can bring into discussions with C-suite executives to make the case for investing in relevant HR technology. For example, the combination of ESS, MSS, and an automated HR help desk is linked to higher operating income growth compared to businesses that don’t implement these applications. Universal Onboarding is another self-service application that would dovetail well with the trend toward relieving the burden on HR and increasing worker satisfaction.
Next week, we’ll look at the ways HR analytics support best practices and how onboarding fits into the picture.
Monday, April 11, 2011
HR Software Selection Myths Part 1
People-Trak has an educational pdf available about HR software myths and legends. It offers a look into the mindset of the inexperienced software buyer. It’s definitely a thought provoking piece and worth a read. Here are some of the highlights along with how they apply in the field of onboarding software.
HR Software as the Unlimited Problem Solver
Just as HRIS won’t make all your blues go away, an onboarding system isn’t guaranteed to eliminate snafus. Not every software product for new hire onboarding is created equal. You need one (like Universal Onboarding) that will enforce rules regarding how each data panel is completed. Otherwise, HR will still spend hours dealing with exceptions in new hire forms. You also need to take a close look at all the policies you have new hires sign off on during onboarding. Your software can support you in collecting acknowledgements, but it won’t protect you from litigation if your policies are not compliant with labor laws.
HR Software Complexity and Expense
It is possible to overspend on HR software – if you don’t understand what you need. You should review both the actual functions of an application and how each function dovetails with your organization’s business strategy to determine whether a product is worth its price tag. For example, onboarding that enhances compliance and automates processes has a high value for any business. With SaaS options and a fee based on a “per new hire” schedule, the costs are minimized without sacrificing quality.
Extensive HR Training Requirements
People-Trak suggests that HRIS software should be designed to simply automate tasks and therefore should require little training. We agree that a well-designed system should be easy and intuitive to use. But it’s not true that automation is all an application should offer. If a software product does not actually improve the way you carry out HR processes, it’s probably not a Best of Breed solution.
HR Software as the Unlimited Problem Solver
Just as HRIS won’t make all your blues go away, an onboarding system isn’t guaranteed to eliminate snafus. Not every software product for new hire onboarding is created equal. You need one (like Universal Onboarding) that will enforce rules regarding how each data panel is completed. Otherwise, HR will still spend hours dealing with exceptions in new hire forms. You also need to take a close look at all the policies you have new hires sign off on during onboarding. Your software can support you in collecting acknowledgements, but it won’t protect you from litigation if your policies are not compliant with labor laws.
HR Software Complexity and Expense
It is possible to overspend on HR software – if you don’t understand what you need. You should review both the actual functions of an application and how each function dovetails with your organization’s business strategy to determine whether a product is worth its price tag. For example, onboarding that enhances compliance and automates processes has a high value for any business. With SaaS options and a fee based on a “per new hire” schedule, the costs are minimized without sacrificing quality.
Extensive HR Training Requirements
People-Trak suggests that HRIS software should be designed to simply automate tasks and therefore should require little training. We agree that a well-designed system should be easy and intuitive to use. But it’s not true that automation is all an application should offer. If a software product does not actually improve the way you carry out HR processes, it’s probably not a Best of Breed solution.
Monday, January 31, 2011
What Do Employers Want To Know About Buying HRIS?
Compare HRIS.com has an extensive knowledge library on HR and Payroll software topics. Some of their articles are more popular than others. So, they’ve taken a look at the top 10 most frequently read pieces. These offer a sneak peek at what business owners and HR decision makers want to know as they shop for HR software. Most of the topics that get lots of hits fall into 3 basic categories: money, IT, and functionality.
Money
There are two things employers want to know about HR software. First, how much will it cost? Second, how much will it save? Smart vendors generally answer both these questions by answering a third: How much is it worth? Author Chris Scroggin points out that it’s nearly impossible to do an “apples to apples” price comparison for HRIS software with an online search. That’s because companies that offer high value software typically choose to demonstrate that value to a customer before going into detail about price. As time consuming as it may be, it really is necessary for software vendors to consult with HR clients to identify their specific needs. Then, vendors can show how their HRIS software can be leveraged strategically to reduce administrative overhead and speed ROI.
IT
Information about how to work with IT in selecting and implementing HRIS is always a big draw for HR professionals. CEO Shafiq Lokhandwala from NuView HRIS Payroll, Inc. offers a tongue in cheek look at this topic in “IT is from Mars & HR is from Venus”. At Emerald Software, we encourage clients to enlist the aid of an HRIS analyst to help bridge the gap between HR and IT. This does wonders for ensuring successful implementation, integration, and interfacing with minimal conflict.
Functionality
As with any complex buying decision, sometimes you just don’t know what could benefit your organization until you realize what’s available. For example, it’s not unusual for an HR client to look at Universal Onboarding and discover that the application addresses compliance issues they didn’t realize they had. So, HR decision makers are looking for information that educates them about what they need and how to get it. It’s also interesting to look at what is important to other employers when they start shopping for an HRIS system. Check out this breakdown (by company size) of what HR typically views as the most and least critical software features.
Money
There are two things employers want to know about HR software. First, how much will it cost? Second, how much will it save? Smart vendors generally answer both these questions by answering a third: How much is it worth? Author Chris Scroggin points out that it’s nearly impossible to do an “apples to apples” price comparison for HRIS software with an online search. That’s because companies that offer high value software typically choose to demonstrate that value to a customer before going into detail about price. As time consuming as it may be, it really is necessary for software vendors to consult with HR clients to identify their specific needs. Then, vendors can show how their HRIS software can be leveraged strategically to reduce administrative overhead and speed ROI.
IT
Information about how to work with IT in selecting and implementing HRIS is always a big draw for HR professionals. CEO Shafiq Lokhandwala from NuView HRIS Payroll, Inc. offers a tongue in cheek look at this topic in “IT is from Mars & HR is from Venus”. At Emerald Software, we encourage clients to enlist the aid of an HRIS analyst to help bridge the gap between HR and IT. This does wonders for ensuring successful implementation, integration, and interfacing with minimal conflict.
Functionality
As with any complex buying decision, sometimes you just don’t know what could benefit your organization until you realize what’s available. For example, it’s not unusual for an HR client to look at Universal Onboarding and discover that the application addresses compliance issues they didn’t realize they had. So, HR decision makers are looking for information that educates them about what they need and how to get it. It’s also interesting to look at what is important to other employers when they start shopping for an HRIS system. Check out this breakdown (by company size) of what HR typically views as the most and least critical software features.
Friday, January 14, 2011
Is Fast HR Software Right for Your Business?
Workforce Management has an interesting article online about the ways HR gets bogged down when it comes to software development. The piece focuses on a new concept called “Fast HR”. This approach to the development of training materials and other HR applications is based on the idea that it’s better to have something usable in a short time frame than something perfect that takes so long to complete that it is outdated by the time it goes live.
One software expert interviewed for the article noted that it can take almost a year of preparation to create a 1 week instructional course. That’s just too long when an organization’s needs change rapidly. In another example of the snail-pace of some HR processes, survey data collected from employees at large organizations may take months to analyze. By the time the results are turned into a final report, they are no longer representative of the current opinions of the workforce.
Fast HR Requires Clear Thinking
The key to shortening the time required to roll out new processes involving customized HR software is to focus on what’s important. In the software development industry, there’s a project management method called Scrum that offers a peek at how this works. This process includes making a wish list of required items, prioritizing them, and working in short bursts on the most critical pieces. This ensures that no matter when the project ends, it has resulted in the production of a useful solution.
For this approach to work in HR, an organization must be very clear on the goals of its software. That’s because it simply isn’t possible to include everything when using this agile development method. It also isn’t realistic to expect the results to be error free. This means that HR has to have a platform in place for receiving feedback about any issues employees experience in using a particular tool. Then, there has to be a commitment to follow up and fix the problems.
Pros and Cons
The benefit of this continuous approach to software development for HR is that it provides a solution quickly to move an organization toward achieving its objectives. The downside is that it is requires ongoing resources and attention. It will never be truly “finished”. Of course, with a field that keeps changing as fast as HR, no application ever outgrows the need for revision and updating.
Emerald Software Solutions
Both the Universal Onboarding and Acculturation Portal we offer lend themselves to ongoing customization. HR can add panels on an as needed basis – starting with the most important. Typical times to implementation are in line with Fast HR methodology while still promoting a high level of compliance.
One software expert interviewed for the article noted that it can take almost a year of preparation to create a 1 week instructional course. That’s just too long when an organization’s needs change rapidly. In another example of the snail-pace of some HR processes, survey data collected from employees at large organizations may take months to analyze. By the time the results are turned into a final report, they are no longer representative of the current opinions of the workforce.
Fast HR Requires Clear Thinking
The key to shortening the time required to roll out new processes involving customized HR software is to focus on what’s important. In the software development industry, there’s a project management method called Scrum that offers a peek at how this works. This process includes making a wish list of required items, prioritizing them, and working in short bursts on the most critical pieces. This ensures that no matter when the project ends, it has resulted in the production of a useful solution.
For this approach to work in HR, an organization must be very clear on the goals of its software. That’s because it simply isn’t possible to include everything when using this agile development method. It also isn’t realistic to expect the results to be error free. This means that HR has to have a platform in place for receiving feedback about any issues employees experience in using a particular tool. Then, there has to be a commitment to follow up and fix the problems.
Pros and Cons
The benefit of this continuous approach to software development for HR is that it provides a solution quickly to move an organization toward achieving its objectives. The downside is that it is requires ongoing resources and attention. It will never be truly “finished”. Of course, with a field that keeps changing as fast as HR, no application ever outgrows the need for revision and updating.
Emerald Software Solutions
Both the Universal Onboarding and Acculturation Portal we offer lend themselves to ongoing customization. HR can add panels on an as needed basis – starting with the most important. Typical times to implementation are in line with Fast HR methodology while still promoting a high level of compliance.
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