Trend: Consolidating HR on a Single System

A Single HR System Can Ease HR Pressure

While technology can now facilitate easy access to information, the jury is still out on whether HR professionals are taking full advantage of that.

An international study by PwC found that one of the biggest frustrations faced by HR professionals is how vital pieces of information often exist on disparate systems. This means that more time and effort is spent on finding information for reporting than necessary if at all it is possible to access. This is further exacerbated by the rise of the digital global economy, where large companies may have operations in multiple cities or countries.

Living in the Cloud

The same study found that HR professionals were looking to reduce the number of software vendors delivering HR services. In tandem with this is a push to adopt HRIS systems with round-the-clock vendor support so that less time is spent by internal staff on supporting and maintaining these systems.

More specifically, core HR and talent management have remained a top priority for upgrade and implementation in organisations for the third year running.   However, companies still see a discrepancy between what has been deployed and the level of ease desired.  This has resulted in a greater interest in cloud SaaS (software as a service), where companies can reduce their dependence on IT and sidestep internal hosting.

Road Blocks

The biggest hurdle that HR professionals face in implementing cloud software is the reluctance of organisations to replace older customised systems for newer cloud offerings. Such resistance is understandable though. Changing over such systems can require a hefty initial investment of time and money. More importantly, these changes need to be carefully undertaken with ample internal support to ensure a smooth transition.

The Next Level: Going Mobile

Despite challenges, most organisations recognise the competitive advantage that new technology has to offer. The uptake of mobile software has increased drastically, leaping from 30% to 70% over the last two years. That’s not surprising given our ever-growing dependence on our mobile phones as a tool for managing daily activities and social interactions.

At present, the key areas in which mobile technology is utilised for HR are centred on workflow approval, and viewing staff information. Talent dashboards that help HR professionals identify key talent gaps in an organisation have already become reality. However, there is a great push to extend mobile capabilities to aid in performance management.

Many existing HR systems were developed before the advent of the internet and do not cater for mobile technology required to automate.

With talks of incorporating mobile GPS in workforce management, and the emergence of Tinder-like job-search apps: one thing is clear. It is an exciting road ahead for HR technology, leading toward a greater consolidation in the cloud.

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