Scenario
You are the director of HR information systems and analytics of a publicly-traded organization. Your current HR information systems (HRIS) are outdated and can no longer be supported by the vendors. Therefore, it is necessary to invest in the implementation of a new system or systems. Before you can begin the request for proposal process from vendors, you have been tasked by the VP of HR to research and identify a short-list of appropriate technologies that would support the types of transactional, traditional, and transformational HR activities currently in place in the organization.
In order to prepare the requested short-list for the VP of HR, research one specific technology application and prepare an executive summary advising organizational leadership how this technology could be leveraged to improve effectiveness in traditional and transformational HR activities. The executive summary should include:
An overview of the vendor company (e.g. reputation, major clients, time in business, etc.)
Which HR traditional activities must be built into the functionality of the application
Which transformational HR activities must be built into the functionality of the application
How the technology application can provide data and reporting on the activities you have specified and to whom (e.g. internal customers) this data can be accessible
Full Answer Section
Current HRIS
The current HRIS is outdated and can no longer be supported by the vendors. This has led to a number of problems, including:
- The system is difficult to use and maintain.
- The system is not integrated, which makes it difficult to share data between different departments.
- The system does not provide the necessary data and reporting capabilities to support transformational HR activities.
Transactional HR Activities
Transactional HR activities are the day-to-day tasks that are essential to the smooth running of an organization. These activities include:
- Hiring and onboarding new employees
- Managing employee benefits
- Processing payroll
- Tracking time and attendance
- Managing leaves of absence
Traditional HR Activities
Traditional HR activities are more strategic in nature. These activities include:
- Performance management
- Training and development
- Compensation and benefits
- Employee relations
Transformational HR Activities
Transformational HR activities are designed to help the organization achieve its strategic goals. These activities include:
- Talent acquisition and management
- Workforce planning
- Organizational development
- Change management
Technology Requirements
The new HRIS must meet the following technology requirements:
- It must be easy to use and maintain.
- It must be integrated, so that data can be shared between different departments.
- It must provide the necessary data and reporting capabilities to support transformational HR activities.
- It must be scalable to accommodate the organization's growth.
- It must be secure and compliant with all applicable regulations.
Short-List of Technologies
Based on the above requirements, the following technologies have been shortlisted:
- Workday is a cloud-based HRIS that is used by over 4,000 organizations worldwide. It is known for its ease of use, integration capabilities, and data reporting capabilities.
- Oracle HCM Cloud is a comprehensive HRIS solution that offers a wide range of features and functionality. It is a good choice for organizations that need a robust HRIS solution that can support a variety of HR activities.
- SAP SuccessFactors is a cloud-based HRIS solution that is known for its scalability and flexibility. It is a good choice for organizations that need a HRIS solution that can grow with their business.
- PeopleSoft HCM is a traditional HRIS solution that is known for its stability and security. It is a good choice for organizations that need a HRIS solution that is reliable and compliant with all applicable regulations.
Conclusion
The above technologies are just a few of the many that are available on the market. The best technology for your organization will depend on your specific needs and requirements. It is important to do your research and compare different solutions before making a decision.
Next Steps
The next step is to begin the request for proposal process from vendors. This will allow you to gather more information about the different solutions and compare their features and pricing. Once you have received the proposals, you will need to evaluate them and select the best solution for your organization.
Conclusion
The implementation of a new HRIS is a major undertaking, but it can be a valuable investment for your organization. By choosing the right technology and implementing it effectively, you can improve the efficiency and effectiveness of your HR processes and help your organization achieve its strategic goals.