It Strategies For HR Transformation

It Strategies For HR Transformation

Some of benefits that are achievable when adopting global best practices in HR management include:

o Superior efficiencies by HR BPO

o Globally consolidated HRMS and Payroll

o Global rules – local compliance

o Enterprise Learning Management – Learning across the enterprise in line with corporate strategic objectives

o Portal Implementation & Integration

o strength of HR Analytics- transforming operational data into powerful and actionable information

HR morphs from sustain to Strategic advantage:

In the past year HR organizations worldwide have graduated to becoming savvy technology users- evolving from a largely service delivery organization to one that focuses on strategic HR programs. HR staff is freed from repetitive and mundane administrative responsibilities to concentrate on human resource development programs that press employee productivity, performance and retention. Companies are today maximizing the value of their most important asset –employees — aligning their skills, activities, and incentives with business objectives and strategies.

Over the last 15 years the HR function in corporations has been investing a great deal into technology without realizing a meaningful ROI. Frequently, HR technology projects don’t deliver the expected results. A meaningful factor in this is a failure to define functional requirements clearly. By not basing these requirements in a substantial HR strategy, organizations use too much money on ad hoc software purchases or, already worse, under-use multi-million dollar HR software suites by not implementing modules that could be of meaningful value. The modules most likely to be left on the shelf are those considered meaningful to operational human capital management, including competency and career development, recruitment, performance management and series planning. Along with the right software, clean data and tight integration are basic success factors which are often overlooked. meaningful stakeholders must have access to accurate, consistent, integrated data which cannot happen unless HR and IT objectives are fully aligned. This successful alignment requires an understanding that changing technology alone will unprotected to little. Change starts to deliver its value only when supported by and integrated with other elements of the infrastructure, which are part of an explicit HR strategy.

function Global act Local

For the global corporation, a unified data form provides a single, accurate view of HCM parameters. For example, such a form for payroll would sustain worldwide payroll processing with BPO, maintenance, global deployment and management across borders. Choosing the right service provider with required domain knowledge will allow installation and operation of payroll that fully complies with local requirements on a worldwide basis.

Portals are the meaningful

by the use of intuitive web interfaces companies can use portals to communicate HR information to employees across the company-not just knowledge workers but mobile workers, maintenance, field and ground staff. without of standard conventions, standardization and compliance for content and graphics has been the dominant challenge of corporate portals. However, increasingly, portals require integration with packaged or custom applications, such as an ERP, recruiting software, expense management or travel software, etc. As integration with these solutions becomes more seamless, the line where portal standards begin and end will become less clear.

Self help is the best help

By using personalized self sets- web based transactional tools employees can self manage their HR information for updating their payrolls and benefits selection and skill profiles. HR professionals can now move from being transaction processors to consultative partners. A new trend in Self Service systems include MSS or Manager Self Service Systems in which managers can carry out administrative responsibilities surrounding employee payroll changes, job transfers and scheduling of training.

In school however on the job: e-learning makes headway

There is a direct correlation between an organization’s investment in training and its performance in the marketplace. Companies are using enterprise learning Management initiatives to turn learning into a business advantage. by the selection and deployment of effective tools, companies can associate effective knowledge move and efficient learning techniques with corporate strategy and business objectives.

E-Learning will serve as the only effective way of training a widely distributed staff in a consistent manner. Combined with personalization, e-learning will become targeted, just-in-time help that is obtainable 24 x 7. Corporate guidelines and standards will have to evolve to manager e-learning and other types of online, multimedia tools. In Hexaware’s experience the following corporate requirements need to be met in order to implement an effective Elearning solution.

o The solution must be very responsive to changing business needs

o The solution must be ubiquitous and easy to use

o The delivered training should match the quality of one-on-one training

o The solution developed must be open, flexible and expandable

o It must intended to sustain both backward and forward compatibility with existing and future systems and standards

o The deployed solution must intended to communicate with other enterprise systems

Its your data working for you: Analytics for global HR decisions

Questions like, how far in improvement of hiring should you begin recruiting for new hires? How can you reduce hiring lag times? With HR Analytics, you can analyze your hiring cycle to ensure you have the people you need, when you need them.

HR Analytics provides the tools for policy development and decision-making. Design, implement, and monitor corporate strategies, analyze workforce data, and continuously estimate how various scenarios affect business goals.

Typically HR Analytics will help gain visibility by providing best-practice methodologies in hiring, training, benefits, and performance examination, KPI (meaningful performance indicator) benchmarks, metrics and examination techniques. These provide the strength and path to root-cause examination across the Enterprise. – Answers to hundreds of meaningful business questions providing a complete view of employee resources and costs across all areas of your organization.

Deploying such systems involves bringing disparate data supplies together and satisfy them back to answer your business questions. No longer confined to a limited, silo view of your data, HR analytics integrates data with other views transforming operational data into powerful and actionable information designed for the nimble corporation.

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