Going further: The HR wave in SaaS
The verdict is out. HR is one of the main business functions where adoption of HR Cloud software is the highest. This acceptability is seen as a big boost to alignment, as people become the key focus of companies with more investment in SaaS. This year, 2013, will see a cycle of accelerating growth in core system replacement. As a result, HR software vendors with cloud-based integrated HRMS tools and payroll offerings will stand to gain. Analysts say, that a majority of companies would move their HR platforms to cloud over the next three years.
Data is everything: Similarly, the rise of HR master data management will get into focus, as there is a growing need to keep data in sync across multiple systems. Creating repositories of master data is key to govern it more effectively. This will lead to better solutions for managing employee data quality. In fact, as HR assumes a strategic stance, the focus in the HR department is going to focus on result-driven campaigns that impact the organisation. The shift will be to measure the effect of what they do on the corporation versus the effect of what they do on HR. To achieve this, it is imperative to have comparative data like benchmarks from the outside world. Analytics embedded in Human resource software will help HR managers move from being process players to strategic contributors.
Social habits to drive the new review system: The paradigm shift will be seen in social performance management as it edges out the annual review. More organisations are now hiring the young, who expect consistent short-term feedback and encouragement. This mandates a more fluid model for performance management to take centre-stage in the coming years. Performance evaluation will move to a continuous stream where employees are held accountable for certain goals that drive the business.
Career websites will turn cool: A huge amount of upside in terms of creating engaging career websites is also seen on the horizon as job application processes become less painful. Internal social networks would be key in ‘Engagement’ as they will bring down information silos. This will in turn help take Employee Self-Service to another level by creating a more interactive environment for companies to engage employees.
Mobile tools will engage HR on the go: The age of Mobile HR tools will become critical as simple applications like expense reporting, time and attendance, training, employee directory etc, would be the most wanted tools. Analysts feel that poor user interface is the culprit to replacing HR systems. Putting this functionality to mobile apps is one way to address this issue. As 2013 ends, it is expected that many HR tools will be available in the market.
HR is more social than ever before: The impact of social tools on HR practices is here to stay. As change sets in, innovative social HR tools like social rewards systems, social performance systems, social sourcing systems, and social learning environments are set to set the lead the transformation. These new tools implement people practices differently as they leverage the wisdom of crowds rather than the wisdom of the manager. For instance, if you found that 80% of the employees see great value from a lower level employee, wouldn’t you want to promote that employee even if the manager didn’t notice? Change is inevitable, as these new tools are set to unlock the valuable source of management insight.
Author Resource:
Writter is a professional writer, presently writing for the HR Software, Employee Self-Service, HR tools and Human resource software India.
Source: http://www.amazines.com/article_detail.cfm/5470823?articleid=5470823
