Date post: | 09-Jun-2015 |
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Recruiting & HR |
Upload: | jason-goncalves |
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Drive a Robust Systems Strategy for HRSave time, optimize your resources, and engage the business by
building a right-fit HR systems strategy
As a CIO, IT Director, or Head of Human Resources you need to:
Make strategic decisions about HR IT systems.
Evaluate the health of the organization’s HR systems and develop an HR systems target state and roadmap.
Develop a robust HR systems strategy to address the issue of ineffective HR IT systems and time-consuming manual workarounds.
Adopt a strategic approach to HR systems and get it right the first time. This will be more cost effective than addressing issues as they occur. Get your house in order by supporting Core HR functionality first before focusing on more ambitious, business-enabling functionality.
Systems Strategy Co.
There are four potential options to optimize your HR systems strategy
Prioritize SpendYour organization has been growing and you are faced with increasing needs that your current IT and manual systems may not satisfy.
ConsolidateYou are looking to develop an overarching strategy and consolidate into one system.
UpgradeYour organization has point solutions that are not well integrated and you seek a comprehensive industry standard solution.
SpecializeYou adopt a strategic perspective and seek additional areas (e.g. talent management) where HR IT systems can support and enable business goals.
A strategic approach to HR systems has HR, IT, organization and end-user benefits
Step 1 - Define Project Roles and ResponsibilitiesThis section will walk you through a multi-step process for defining roles and responsibilities.
Activity 1: Activity 2:
Develop an understanding of the role of HR and IT in the HR Systems Strategy project, and the importance of identifying and involving all key stakeholders
Develop an understanding of RACI charts and the benefits of assigning roles and tasks early
Activity 3:
Use Info-Tech’s HR Systems Strategy RACI Chart to assign Responsibilities, Accountabilities, Informed roles, and Consulted roles to project stakeholders
Document Current State of HR Systems
Define HR and Organizational Vision
Assess Gaps in System Coverage
Evaluate Architecture Options
Evaluate Application Options**
Develop IT Systems Roadmap
HR Head HR Director CIO IT Director Finance Director CEO/COO Business Rep
A R I C C I I
A R I I C C C
I C A R C I I
A R I C I I I
I C A R I I I
A C C R I I I
HR Systems Strategy Project
RACI Charts
Step 2 - Document the Current State of HR SystemsUse the Info-Tech HR Systems Health Assessment Tool to determine the current state of your HR systems.
- Time and Attendance- Absence Management- Workforce Planning
Workforce Management
Centralized Employee Record (HRIS)
Learning and Development
- Sourcing and Screening- Assessment and Selection
Learning and Development
- Competencies- Workforce Planning- Talent Assessment- Succession Planning
Learning and Development
- Benefits- Payroll and Compensation
Learning and Development
- Onboarding- Employee Development- Management and Leadership Development
Learning and Development
- Goal Setting- Performance Reviews- Team Dynamics- Coaching
Cross-Cluster Functions
- Analytics and Reporting-Self-Service- User Interface (e.g. Mobility)
Core HR Functions
Business Enablement
Integration Point
The tool will allow you to identify integration points by focusing on functional clusters of HR processes and systems
Step 3 - Define HR and Organization Vision, and Assess Gaps in System CoverageInvolve the business to gather requirements and assess gaps to target your organizational needs. This
is vital to choose business enabling technology that will add real value to the business.
Organizational size
Industry type
The organization’s value discipline
(customer intimacy, product innovation, or operational
excellence)
Collective bargaining agreements
Culture of the
organization
Payroll Management
Degree of Integration
Ric
hnes
s of
Fun
ctio
nalit
y
Integrate
Replace
Retain
Replace/Enhance
Step 4 - Evaluate Architecture OptionsUse the Info-Tech HR Systems Health Assessment Tool to determine your future direction on critical
system architecture decisions.
Start this project today by calling 1-877-876-3322Use our Drive a Robust Systems Strategy for HR Blueprint
Best Practice Toolkit Includes:
97 Do-It-Yourself Project Slides
HR Systems Health Assessment Tool
HR Systems Roadmap Tool
Source: http://www.infotech.com/research/ss/drive-a-robust-systems-strategy-for-hr
Guided Implementations:
HR Systems Strategy RACI Chart
Project Approach
Gathering Requirements
Evaluate Architecture Options www.infotech.com1-877-876-3322Plus: Onsite workshops available
Application 11
Application 16
Application 9
Application 14
Integrate: Application is functionally rich, so spend time and effort integrating with other modules by building or enhancing interfaces.
Retain: Application satisfies both functionality and integration requirements; should be considered for retention
Replace: Application neither offers functionality sought nor is it integrated with other modules and should be considered for replacement.
Replace/Enhance: Module offers poor functionality, but is well integrated with other modules. If enhancing for functionality is easy (e.g. through configuration or custom development), consider enhancement or replace altogether.
Step 5 - Evaluate Application OptionsSelecting the right application can be daunting. Info-Tech has provided a high-level summary of the
biggest players in the three categories of HRMS/HRIS/HCM, Workforce Management Suites, and Talent Management Suites.
Reporting, Self-Service, Mobile Capabilities
HRMS/HRIS/HCM Workforce Management Suites Talent Management Suites
- Employee HR Records
Personnel Tracking
- Occupational Health & Safety
Health & Safety
- Benefits Administration- Payroll & Compensation
Payroll Management
- Time Capture- Scheduling- Leave and Absence Management- Job Costing- Fatigue Management- Overtime Management
Time & Attendance
- Position Management- Org. Charts- Hierarchy Structure- Forecasting & Budgeting- Labour Regulation Compliance
Workforce Planning
- Requisition Management- Applicant Tracking- Pre-Screening- Background Checks- Candidate Assessment- Job Offer Management
Personnel Tracking
- Goal Management- Team Goal Setting- Employee Performance & 360 Review - Development/Career Plan- Coaching-Social Performance Tools
Performance Management
- Training & Administration- Skills Assessment- Role-Based Curriculum Administration - Individual Development Plan
Talent Management Suites
- Succession Charts- Key Positions- Extended Enterprise Succession - Knowledge Transfer Plans- Career Opportunity Tracking
Succession Planning
- Top Performers / High Potential Employees - Talent Profiles
Talent Assessment
- Skill Matrix - Skill-Gap Assessment
Competency Management
- Compensation Analysis
Pay Equity Analysis
Business EnablementCore HR Functions
Note: This is a systems view. Talent Management
Suites differ from the Talent Management Functional Clusters.
Step 6 - Develop HR Systems RoadmapUsing the Info-Tech HR Systems Roadmap Tool will wrap up your project and provide you with an
overview of how and when the various sub projects will be completed
Calendar
HR Technology Roadmap TimelineYear 1 Year 2 Year 3
Year 1Q1
Year 1Q2
Year 1Q3
Year 1Q4
Year 2Q1
Year 2Q2
Year 2Q3
Year 2Q4
Year 3Q1
Year 3Q2
Year 3Q3
Year 3Q4Change Action
1
2
3
Employee Record Conversion
Decommission PeopleSoft
Implement TAS
Employee Record Conversion
Move PeopleSoft Payroll Functionality into SAP
Implement SuccessFactors Recruitment Management Module
The importance of various HR systems will vary from organization to organization. Some factors that affect importance are:
www.infotech.com1-877-876-3322