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
Feel free to add your thoughts about what drives the Human Resources Software Replacement?