This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
“Technology is a huge enabler of efficiency gains,” said Michael Martin, a consultant in the HR effectiveness practice at New York City-based consultancy Mercer. It helps firms improve their HR tech strategies and those without an existing framework construct strategies from scratch.
“Many of them are in the middle of making some big decisions … about buying a new HR information system. They need new talent solutions. They want [various types of] portals,” said Karen Piercy, a principal in Mercer’s human capital division. “They’re looking for ease of use for their end users,” she continued.
Mobile, Social Important
Organizations “are asking for robust dashboards and analytics capabilities. They’re looking for things that are mobile and social, with proper controls built into the system to make sure people can’t self-serve in [confidential] areas.”
Increasingly, the consultants say, their clients are focused on cultivating HR processes and a workforce whose skills facilitate business goals, whether a company is growing and extending its international reach or recovering from a fiscal slump.
As a way forward, Mercer advises clients to zero in on these essential areas:
Portal integration that provides ease for employees, whether they’re self-servicing around employee benefits or trying to problem-solve on a work project.
Self-service that goes beyond access to employee benefits. “Push it out as far as you can,” Piercy said. Use technology to record “time and attendance, leaves of absence. … Performance appraisals, career management, pay—all of that is online.”
Easy access to data and other work-related information that’s cloud-powered and available through, as one example, mobile applications.
Workforce analytics and planning. “Once you have all this data in your system,” Martin said, “do something with it. Pull it together in a dashboard and tap people in HR around this … to define metrics so they make a difference, so they can define [return on investment] around business practices.”
Shared services. Make sure that HR conveys how all of this works together and is governed. Seat committees charged with oversight and monitoring of the technology, and determine who designs and is accountable for varying parts of this framework.
Do Your Homework
As part of that transformation—and this is especially key for companies that are on the ground floor of building a comprehensive HR delivery system—institute probing interviews with corporate executives and middle managers. Get the opinions, too, of focus groups of lower-rung employees and corporate customers, because they play an important role as well.
The HR delivery system should spotlight, among other areas, so-called centers of expertise.
The HR staff itself must be knowledgeable of cutting-edge trends in technology and what varying groups of workers bring to the table, said Martin.
New York-based freelance journalist Katti Gray’s work has appeared in Newsday, Ms., Essence, The Los Angeles Times, Chicago Tribune and other publications. She can be reached at firstname.lastname@example.org or www.kattigray.com.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM Member Discounts Program
SHRM’s HR Vendor Directory contains over 10,000 companies