Human Brain

Perspectives

Human capital management system (HCM) evolution

Maximize your HCM technology investment

Is your organization struggling to realize the full benefits of its human capital management (HCM) system? Organizations need processes in place for adopting the latest features and functionality of an HCM technology solution. Explore the critical factors that can help you build a sound strategy that maximizes your HCM investment.

Evolve for human capital management system success

The business case for deploying an HCM cloud solution typically includes an expectation of accelerated ROI; an elevated employee, leader, and candidate experience; an expectation that maintenance will be simplified and lower-cost; and the promise of continuous improvement and innovation with each new release. So why, after making a significant investment in HCM cloud technology, aren’t all companies realizing cloud’s transformative power? One reason may be because many organizations don’t have an HCM tech strategy to effectively address and manage the feature-functionality release process.

Explore the critical success factors that can help you build a sound strategy to help with human capital management system adoption:

  • Change your mindset vis-à-vis technology to take a cyclical perspective on technology and become more proactive.
  • Leverage your workforce more effectively to change the way work is done and take a fresh look at leadership.
Evolve for HCM success

Changing your mindset on human capital management technology

HRIT leaders have tremendous potential to add value to the business by leveraging their potent combination of technical knowledge and HR expertise. To add value in this way, leaders must change their mindset by becoming more proactive and taking a cyclical perspective on technology.

Become proactive and think value: With the ongoing innovation offered by cloud solutions, business users cannot be expected to know how best to leverage the technology to support their processes. HRIT leaders can help by proactively educating the business on how technology can be used to achieve business goals.

For example:

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Business challenge

Compensation merit cycle is too lengthy and requires extensive approvals.

Traditional solution

The business would identify the issue and process or technical changes required to address the challenge; HRIT or IT would modify the system based on new requirements.

Thinking differently

HRIT consults with the business to understand the challenge and proactively architects how technology could be used to address the issue, including the adoption of new features released since the original design.

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Take a cyclical perspective on human capital management technology: Instead of simply adopting updates as the vendor releases them, HRIT leaders can evaluate cyclical business needs and align update adoption with those needs in a timely manner. This approach also allows leaders to plan for, implement, and communicate these changes in line with business processes and a road map instead of trying to evaluate and adopt according to the vendor’s timeline.

For example:

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Business challenge

Negative perception of core HCM capability to display employee data in a user-friendly and self-service-centric way (for example, displaying employee payroll information quickly and in “one-click” fashion).

Traditional solution

”Back-end” or “manual” interventions to display EE and payroll data to appear seamless, but in fact, the interventions result in a highly complex, unsustainable option because the business deemed the experience “critical” or “must-have.”

Thinking differently

Solution providers continue to release innovative integrations between payroll and core HCM applications and allow the display of EE information across payroll applications from the HCM application’s homepage.

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Leverage your workforce more effectively

In addition to leveraging technology to its fullest potential, it’s essential to have the right talent in place. Cloud has changed how workers interact with technology, and business leaders are increasingly aware of that shift. In fact, in a recent Deloitte survey, 61% of IT leaders are making the shift to reimagine the future of work.1 Organizations can use the workplace more effectively by:

  • Changing the way work is done: Develop a more comprehensive view of technology’s transformative potential.
  • Taking a look at talent, teams, and leadership: Ensure talent can deploy, manage, and maintain HCM cloud solutions.
  • Evaluating the effectiveness of work teams: Determine whether team composition is effective for the success of HCM cloud implementations.
  • Pinpointing the right HRIT leadership: Effective HRIT leaders are agile, able to adapt, collaborative, big-picture thinkers, and problem-solvers.

Take the next step

HRIT leaders have a remarkable ability to leverage technology to add value to the business. A sound strategy for human capital management systems is key, and by taking the concrete steps outlined in this point-of-view, HRIT leaders can demonstrate both the value of technology to the organization and their own value in helping the business leverage technology more effectively. Download the article to learn more.

Endnotes

1 Chris Havrilla, Erin Spencer, Charu Ratnu, and Jeff Mike, “Four Top Findings Make the Case for HR Technology Strategy,” Deloitte, March 19, 2020.

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