Human Resources Software Replacement – Transformation Drivers
Human Resources software replacement is an ardous task with significant implications that reverberate across the enterprise. The HR function is a cornerstone of enterprise business operations, particularly in a highly competitive landscape for talent. How do you know if and when it is time for a Human Resources software systems transformation? Here are a few drivers for any enterprise to consider to help make a restructuring and transformation decision of the HR software platforms.
Drivers for Human Resources Software Replacement:
- Employee experience of using HRIS (Human Resources Information Systems) is disjointed, siloed and complex.
- Basic HR functions like Requisition to Hire or Hire to Retire are not integrated and are rather impediments
- HR decisions are made by hunch and gutfeel rather than timely and actionable data
- Cost of managing the Human Resources function is deemed to far exceed the value derived
- Navigating the compliance and regulatory reporting maze is impossible
- The Human Resources Information Systems are replete with non-standard and ad hoc reporting
- Human Resources controls are either lax or cumbersome and complex
- Multiple and point solutions galore for various HR functions. No true golden copy of employee data.
- Convoluted processes that take an army of consultants/contractors to fulfill
- Cost of compliance and violations of labor/employer regulations galore
- Effort and cost of Human Resources systems maintenance is spiraling out of control
- Spreadsheet and Access databases galore
- HR function is considered a record keeper, not a force that marshals the future state of enterprise talent
- HR Team is constantly frustrated due to system based constraints and hurdles
Of course, prior to replacing enterprise HR software, it is essential to craft an HR Transformation Framework and develop a pragmatic HR Transformation Roadmap.
Companies such as Workday and Ultipro, like other HR software vendors, provide some reasons driving the HR software replacement.
Feel free to add your thoughts about what drives the Human Resources Software Replacement?