SaaS HR Goals Implementing SaaS HR


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Implementing SaaS HR solutions

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SaaS HR Goals Implementing SaaS HR

  1. 1. SaaS HR Goals: The Reasons for Implementing SaaSThe most common adoption reasons for SaaS HR beyond moving to anintegrated platform or “suite” include: 1. Work Performance. As Josh Bersin wrote on his blog: "The really hard part of business execution is not telling people what to do, but helping them succeed at doing it."  For executives: Technology has taken over HR management too, as it has every other function in the organization. When analyzing some of the downsides, there is danger in allowing technology to replace some of the human-intensive processes, like employee engagement, employee management and potential analysis and grooming. This is more critical for HR than any other function because HR is the custodian of human processes in the organization. The danger that the HR manager faces is the substitution of analyses and objectivity in the area of employee engagement, where empathy and intuition are required to manage what is essentially human.  For managers: Performance Dashboards, drill-down reporting, and management tools to improve managers performance and coaching.  For employees: Self-service access to information on-demand, as well as job management and career management tools.  For HR: The use of technology has virtually replaced routine HR administration, allowing time to focus on longer-term strategic initiatives for the company’s success. 2. Talent Strategies. a. Recruiting processes. b. Career management including Competencies and Capabilities Development c. Workforce planning & Talent Supply Chain Management d. HR Systems Strategy: Operational Efficiencies (Self-Service, TM Platform, Shared Services) 3. Workforce Optimization. (labor matching, scheduling, workforce planning, workforce analytics) Managing your greatest asset — your workforce — with both workforce optimization, as well as an effective time and labor management solution is critical to maintaining a competitive edge. A stronger balance between higher- level automation is essential in maintaining superior customer service levels. Creating schedules and defining shifts can be difficult and time consuming, as is avoiding scheduling conflicts. Automatically assign employees based on skills, work preferences, or lowest costs, as well as alerts of deviation from schedules and attendance infractions through system alerts. By focusing on one or more of these business goals, traditional HR can focus on job creation, and developing/maturating a perform-oriented culture. Said differently, when evaluating spending on an HRO or HRMS, it’s best to invest in developing and improving capabilities and competencies for the organization that drive corporate and financial long-term assets.Ephor Group | 1-(800) 379-9330 | | 24 E. Greenway Plaza Suite 440 | Houston, TX 77046
  2. 2. SaaS HR Technology Buying CriteriaBeyond vendor credibility (which is a huge factor and should include these evaluation criteria7); the two biggestdrivers to generating the short-list includes: 1. Adoption. Eighty percent of the technology implementations fail to live up to pre-close promises8. The “Technology Disconnect” is that system implementations fail to live up to their full expectations. 2. Utilization. Thirty percent of the customers provided by services providers are unsatisfied. Labor oriented businesses require a holistic solution advisor that can deliver both software and service. Buyers need holistic solutions that cover “80% of the breadth and depth” with the last 20% configurable by users. Successfully leveraging technology requires an HR solutions approach delivered via an apps model with add-ons readily available. 3. Capabilities. What business outcomes and processes are achieved versus the alternative costs?7 # of vertical references. Financial stability. Product roadmap. Service and support reputation.8 Bersin 2011 HR Technology report.Ephor Group | 1-(800) 379-9330 | | 24 E. Greenway Plaza Suite 440 | Houston, TX 77046