| For years now, Software has been an acknowledged | | | | and managers assume devolved responsibility in a |
| and important part of HR management. This started | | | | way that’s less onerous - using workflow, as |
| with spreadsheets and employee data bases, and | | | | well as self-service. |
| now moves through to complete HRIS mega-systems. | | | | This raises the stakes for positive adoption of HR |
| The importance of software is borne out in the fact | | | | software though; in order to recognise the benefits of |
| that the CIPD’s HR Software Show | | | | introducing a new solution an organisation must be able |
| consistently attracts 1,200 each year – as well | | | | to measure productivity improvements, as well as feel |
| as leading suppliers. | | | | increased engagement. However as the CIPD reveal |
| But, software is increasingly performing a real and | | | | in their 2007 survey of HR professionals, 77% of UK |
| pivotal role within the actual HR team. Employees and | | | | organisations have some form of HR Information |
| managers are often directed to HR solutions as their | | | | System in place, but 63% would do it differently if they |
| first port of call for process management, transactions | | | | started again. |
| and even issue resolution. | | | | Often this desire to ‘do things differently’ |
| Self-service systems provide the ‘Face of | | | | is focused on communication, training and change |
| HR’ when colleagues in an organisation need to | | | | management, as much as it is on budgetary or project |
| interact with the team, and this is often a very positive | | | | planning. This is because HR is intrinsically about people |
| experience. With the advent of second-life websites | | | | – dealing with people, managing people and |
| and social networking pages, people are used to | | | | interacting with people – which can sometimes |
| managing their data and interacting within online | | | | seem at odds with introduction of software. |
| communities. But it’s the community | | | | This doesn’t need to be the case in a market |
| that’s key. | | | | as open as that of the HR software provider. Choice |
| If an employer brand and a company’s culture | | | | means the ability to find a supplier with cultural fit, as |
| can be conveyed effectively through the look, feel, | | | | well as all the right features and functionality. |
| language and navigation of a HR software system, | | | | In a world where economy and productivity demand |
| then the solutions can provide that extra pair of hands | | | | that technology plays its part in most, if not all, aspects |
| for HR. A win-win situation can develop whereby HR | | | | of working life, the right Software can and should feel |
| free themselves of low-value-add administration | | | | like an extension of the HR team, rather than |
| through automation, employees have a consistent, | | | | something that’s alien or distancing HR from its |
| reliable and repeatable service from their HR team, | | | | colleagues. |