In the past 18 months, we’ve seen a growing number of HR and payroll transformation projects. Increasingly, these are running in parallel with wider digital projects. While the conversations have been going on for much longer, projects are now starting. and in the next 12 months we expect to see the majority of mid- to large-sized organizations embark on their digital HR journey.
Why? Because the evidence is clear. Digital HR increases process efficiencies. It provides the enhanced user experience organizations need to attract and retain the best talent. It’s this skilled and engaged workforce that maximizes your competitive advantage.
It’s this evidence that has moved businesses from talking to action. We start by helping these organizations to build the business case needed to secure the project budget. Our teams at NGA HR have years of experience and can help the client HR teams to speak the language of their IT and finance colleagues. IT often fears the loss of control. Finance are not interested without clear RoI. We can bridge these concerns by building strong cases that resonates across the organizations.
Already, we have some very exciting multi-country projects underway. These are with all business types including retail, casual dining, manufacturing and financial services. Many have very complex set-ups. Often organizations that are growing or divesting as part of M&A activities. Cloud HR presents an incredibly seamless way to integrate HR and payroll processes, fast and effectively.
While there is no one-size-fits-all, planning is essential to the success of every project. Most clients we’re working with are phasing their digital HR journeys. This ensures that each stage is delivered well and change management is effective. For example, a German investment bank we’re working with to standardize its multi-country HR & payroll user experience is doing so in waves. It would be foolhardy to do 26 countries in one sweep.
Many more, Uniper and AmRest, for example, have chosen to integrate HR, payroll and service center processes. These are being delivered as-a-service and the companies are benefiting from our “fast track” delivery methodologies. Here a pre-configured cloud HR infrastructure can be up and running in 12 weeks. This is a third of the time and cost of a bespoke design and build scenario.
What is common to all is the simplicity of cloud HR. It addresses the traditional challenges of standardization and integration by using a well-defined architecture and integration model. This eliminates risk, cost and repetition. It also implements a local governance model on a global scale, ensuring the compliance and consistency of data.
It’s this data, however, that so many businesses still need to convert into value. People data analytics, will come of age in 2019. The value in real-time HR data is essential for business planning, and so, again, for competitive advantage.
What all the businesses we talk to have in common is that they’re setting themselves up for future success. They will have the HR processes in place they need to engage well with employees; to motivate them by making it easy for them to do their jobs, and to take control of their careers. All this helps to attract and retain the best talent, to offer great customer services and to increase output. Together these ensure the best business results.
What digital HR does is puts people in control of data and in turn, of business outcomes. 2019 looks to be a very exciting year ahead.