HR Software Trends: The Revolution is Here - human resources

Workforce, Oct, 2000

* What are the most dangerous pitfalls or common mistakes to avoid when implementing an HR software or online solution?

Michael Campbell: We often see individuals, whole departments, or entire organizations who try to avoid changing "the way things have always been done" when implementing an HR solution. However, this is a great opportunity for the HR organization to be the change leader for the organization by introducing new ways of getting the job done more effectively, creating an environment for employees to achieve maximum performance, and driving measurement of contribution throughout the organization.

* What types of specific HR functions or needs are now best being served through a software or technology platform?

Jeff Koven: Self-service and workflow-process automation are prime examples of the ways in which technology can be applied to enhance specific HR functions. Self-service, which can improve the accuracy and timeliness of an organization's employee data, would be virtually impossible without some sort of computer-based automation. Advances in computer technology have also made it possible to automate workflow and business processes, such as salary and performance reviews, new hires, transfers, terminations, and the issuing of company property, greatly reducing the time and the volume of paperwork required to complete these and other workflow tasks.

Hank Stringer: E-recruiting is the opportunity to automate the front end of the recruiting process that includes sourcing, qualifying candidates, responding, nurturing the relationship, and distributing the candidate through the enterprise. The HR function best being served is the opportunity to quickly and efficiently develop relationships with your own very large, completely private, global network of candidates by utilizing your organization's Web site. Traditionally, the HR function served by technology was the storage of resumes. Recruiters utilized stagnant resumes, working throughout the day and primarily only with active candidates. This is antiquated and no longer vital. In order to be competitive in today's market for talent, a very robust software technology must be utilized at each corporate Web site to interact with both passive and active candidates, enabling companies to hire competitively and efficiently at a lower acquisition cost.

Campbell: HRMS solutions like SAP HR are allowing organizations to successfully recruit, retain, and optimize their workforces. These workforce management processes are woven into all the ways that a company does business competitively and efficiently, so the information and decision-making ability must be deployed to everyone in the workforce. A global, integrated HR solution eases administrivia by automating workforce management processes and supporting knowledge-sharing throughout the company and around the world, supporting meaningful workforce analysis and decision making.

Jim Spoor: We could go down the entire list of HR functions and identify how software is being applied. However, the highest values that I see are in the areas of analysis, modeling, and predictive use of the data and the technology. In systems such as iVantage [TM], the ready access to OLAP tools makes it possible to slice, dice, and analyze data from almost any perspective. This is an extraordinarily valuable use of technology in the human-capital arena.

Marty Fahey: We have always felt that our technology solutions make a big difference in recruiting. Our ASP services, delivered through a standard Web browser, automate the many "high-touch" processes, such as job posting, resume processing, and candidate tracking, of the recruiting function. Webhire delivers solutions that eliminate the administrivia that surrounds recruiting, leaving HR free to do what it does best--evaluate and hire the best talent.

Shafiq Lokhandwala: A sound technology platform like MyHRIS allows comprehensive coverage for recruiting, HR and benefits administration, compensation planning, skills inventory, training and development, and succession planning. Web-native technology allows a browser to be the only requirement for full access. Workflow in each HR function allows interaction among employees, managers, administrators, and executives to have access to inform, change, update, remind, and approve various workflow events.

* What is the most important question one should ask when evaluating HR software or technology solutions for their organization?

Koven: The single most important question to ask when evaluating HR software is to what extent the vendor will ensure your success, both during the implementation process and beyond. Functionality and performance are always a primary concern. However, if the vendor does not make a commitment to the customer's success, even the best products often fail. A vendor's commitment to the customer's success and satisfaction is best illustrated by its track record, its willingness to respond to customer requests, and ultimately, by what other customers say about the vendor.