Full article: http://www.hrmasia.com/resources/hr-tech-payroll/plugged-in/77533/
Singapore - Experts say 2011 will see HRIS solutions that interact even more widely than today. Beyond simple connections between staff within the HR function, programmers and software developers are now working on tools that connect across functions, offices and even between regional centres around the world.
The question of delivery is also at the forefront of industry development. While for much of 2010, the focus was on “cloud computing” and software-as-a-service models, the search is now on for systems that provide this convenience and cost-efficiency, with greater data security capabilities.
Ari Kopoulos, National Sales and Marketing Manager, Employee Connect, agrees that talent management software is taking on a more holistic approach. He says the latest software is moving away from single module solutions. “These deliver a central framework of tightly integrated HR processes, such as recruitment, onboarding, learning, performance, remuneration and succession,” he says.
But it is when organisations are involved in merger and acquisition activity that the latest HRIS technology really comes to the fore. No longer, will changes in ownership structures mean lost data or complicated integrations on the technology front – at least according to developers. Lim says that is particularly good news for employees of target organisations. “They will still maintain their service years and entitlements,” he points out. Previously, it was easy to lose track of that data, which has such important retention value for the staff involved.
The end goal of all HR technology is twofold. Firstly, it should make the administration and processes of HR simpler and more effective. And secondly, it should give HR professionals access to more accurate and timely information on the state of their workforces. In this way, the perfect HRIS will give its HR department both the time to better strategise, and the data resources with which to make good decisions.
Why should employers and firms implement HR resource software systems? In this modern digital age, when technology is at the forefront of every business and industry, employers and firms may forget the true nature of technology as a business tool and overlook the usefulness of a strong HR system.
Software systems greatly help in reducing the roles and responsibilities of employers, in such tasks such as payroll management, employee promotions and course planning which can be all now undertaken with cooperation between the technological system and the employee.
This will greatly reduce the administrative roles the HR and management executives have to play in the company, thus freeing them up for other, more demanding work.
In 2010, that was the concern: the systems should mainly help in such administrative roles, and be free from errors and time associated with lag that human administration would usually cause. The systems should also do tasks that would otherwise be cumbersome and difficult to arrange, such as courses planning and scheduling, and keeping track of employee progress and projects.
In addition, with the removal of troublesome and convoluted paperwork, employees can now rest assured that their data and years of service and credit would be lost with a transfer of hardcopy files or change in management. This is important because with the ever-changing landscape of modern business, a firm might change management several times, and it is important to maintain a record of employee contributions, which such a software system would do.
That had been established in the past year, and in this new year, things are taken to a new level because HR systems have to go beyond their basic capabilities and still remain efficient.
In 2011, the role of a HR management system is now much more complex: besides performing all these functions, the system should also be centralized. The system should preferably be a one-stop shop for all of an employee’s needs, and should be able to be quickly accessed with a few clicks. Besides being purely functional, it should also contain information and resources that could further an employee’s integration into the company. Standalone modular systems no more apply in this digital age; all of these modules should be collectively featured in one standardized system.
Of course, security and accessibility play major parts as well. HR systems need to have stronger data security capabilities, which is crucial in this age of sharing and networking. Information can be stored in various privacy levels, and be shared securely with fellow colleagues privy to such information. On top of that, these systems must have strong back-up support, such that an overload of users would not slow down the system or cripple its applications.
In this way the system will greatly aid employers and employees in their strategization and planning for the company’s future and growth.
Does your company already have such a HR technological system in place? How well is it working for the purposes of your company? What are the increased capabilities you would like to see with your HR software system in 2011? Share your thoughts!
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