by Anita Lettink
The expectation of employees is that they will have an IT user experience that is equal to the one they enjoy at home.
Always on, easy to access, quick to view, simple to action and fast to resolve. Therefore, to recruit, grow and retain the best talent, businesses will have offer the best experience.
At first read, this likely sounds an impossible task. High cost, complex change, the list goes on.
In actuality, “employee experience” has multiple translations
It can be as simple as the structure of the working week, the office environment, flexible terms of employment, the ability to work in multiple locations, increased benefits over basic salary – and this will not remain static. As people’s lives evolve, so too do their requirements for work.
Ultimately, we’re all looking for flexibility, we’re looking for engagement with our bosses, and we want the IT and services access control we expect at home, at work.
The simplest way to deliver this flexibility is to move core HR applications and processes into the cloud.
This migration to new technologies not only provides a better employee experience, it presents a more aligned workforce and clearer processes for employees and managers. These unified processes create “big data” and just as importantly, “small data”.
This data, when analysed, presents pure business intelligence gold. Applied at the core of business decision, this intelligence is used to drive workforce costs savings and performance increases.
Only by analyzing the data from HR, payroll and finance can answer questions such as;
- Are we getting return on salaries paid?
- Is the workforce working efficiently?
- Could we benefit from centralizing local roles?
- Could we localize global roles?
- Would part-time or contingent workers be more cost-effective?
- Are customers getting the service they are paying for from charged out employees?
In summary, the need for workforce intelligence is driving many of the HR technology trends for 2017.
High on the agenda for businesses, irrespective of organization type, size or location will be;
- One source of data — joined up data processes across all business areas — one true source of data to feed into and out of HRIS system
- Return on employee investment — payroll is no longer an operation. It’s a critical business function presenting total direct and indirect cost of employees
- Standardized global payroll system — fully compliant with HR and payroll regulations in all operational countries
- Talent mobility — agile systems making it easy to migrate employees across locations for payment purposes
- Payroll-as-a-Service — risk-free migration to payroll in the Cloud
- Flexible, single vendor management — best technologies delivered, managed and invoiced by single point of contract
- Rewards and compensation — of increasing importance, ahead of basic salary, for employees
- Cloud technology — allows organizations to transform and release systems very quickly on a flexible pricing model
- Automation — replacing routine processes data and admin processes to cut time and costs and redistribute skills
- Analytics — the cloud makes it easy to deploy, consume and analyze data and to use this I dialogue between HR and finance