Putting the “Human” Back in HR

Putting the “Human” Back in HR

To appreciate today’s HR technology, we must remember its fragmented past. Previously, HR departments built a set of retail technologies with separate systems for payroll, compliance, scheduling, learning, and so on. The reasoning behind this was that combining best-in-class options would result in the highest total value. Organizations have opted for solutions that appear to ease the role of human resources by simplifying reporting and data mining.

However, the integration of different systems into an “RH Frankenstein” was fundamentally flawed for two main reasons: the user experience was thought of in the background and there was no data exchange between the systems. As a result, the technology was not enthusiastically adopted and the data in silos was useless without any context. It is this lack of analysis that drives companies to look for new solutions: A study by Bersin at Deloitte found that 57% of organizations were looking for new HR technologies, primarily because of their inability to interact with the current system.

Today, human resources have mostly shifted to integrated suites. Learning, understanding your workforce management, and talent management have come together in a frictionless human capital management system. These integrated HCMs cover the entire employee lifecycle and serve both the employee and the employer. As Deloitte says, “The clumsy human programs that exist in isolation go the way of the dinosaurs – the team is unlikely to get involved in any process or platform that doesn’t contribute to their work, network and relationships or well-being.”

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