It is critical that HR systems put HR and the business back in control of their own processes. In my view, this must begin with a revision of the idea of configurability. The big enterprise sofrware vendors (PeopleSoft, Oracle, SAP etc) have made users scared of configuration - expensive, time consuming and rarely delivers on promise! Many HR systems will claim to be configurable. In reality, this means that they can be customised by developers who will build new code to define and support each nonpackaged process. This is a lengthy and prohibitively expensive process.
The latest generation of HR systems are succeeding in putting the business back in control. They allow processes to be easily configured by business users, and deployed in real time. If business users can easily map each common process, such as absence, holiday requests, appraisals, new contract offers, etc on to a configurable system, and then roll them out across the organisation immediately, the benefits that will result are far reaching. This should not be timeconsuming or expenseve and must deliver quick returns.
HR systems must free up HR to focus on strategic activities by significantly reducing the burden of repetitive administration without compromising on the business’ flexibility. Business users should be able to build in their own escalation and notification rules, meaning the system can manage data proactively to help informed and on-time decision making.
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