Survey on HR technology use discusses key trends, including self-service HR
Workforce Management, in conjunction with Oracle, has published an interesting white paper containing survey results and observations on HR technology use and related future HR trends.
Well worth reading.(Obviously, Oracle is not an unbiased journalistic or research organization, so take it with a grain of salt.)
The white paper is entitled: “HR in Flux: How Organizations are Adapting to Technology and a Changing Business Landscape”
Some high points:
[M]any HR departments will encounter turbulence in the months and years ahead. As business process outsourcing (BPO) grows into a more popular and powerful tool, it’s likely that human resources departments providing mostly administrative support will find themselves completely outsourced. On the other hand, those that provide strategic input and value will continue to thrive—though most likely in a different form than today. In many cases, a core staff of managers will handle strategic issues and oversee outsourced tactical functions.
At the same time, there is a growing focus on treating employees and line managers like customers. As self-service technologies, including Web portals, take root, companies are developing business processes to support this new strategic direction.
As the Information Age economy emerges, it is unwise to view workers as simply an item that appears on the expense side of the ledger. Increasingly, human capital differentiates organizations and provides a distinct competitive advantage. The knowledge that resides within an enterprise serves as the fuel for future revenues.
Other factors that add value to the HR function include: improving employee relations (77.4 percent); cost savings within the HR organization (48.7 percent); improved information capture and flow (53.3 percent); enabling growth and acquisition (56.3 percent); and standardization of processes and services (65.1 percent). Organizations that tie two or three of these initiatives together find themselves in a much stronger position to compete and achieve superior results.
Specific areas of technology discussed, with survey results on companies’ self-ratings, include:
Self-service technology:
Integrating HR tasks with other processes—including budgeting, production planning, general ledger, purchasing— to gain a more comprehensive view within the enterprise.
Outsourcing payroll, employee benefits administration, workers compensation and risk management.
For more on the concept of HR self-service, see: “Three Stories of Self-Service Success” (by Sarah Fister Gale)
These are the three stories:
Open Enrollment Is a Non-Issue, Thanks to Self-Service
Self-Service Causes Call Volume to Drop 75 Percent
Self-Service Eliminates 80 Percent of Paperwork
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