Featured in Inside HR Magazine – October 2014
There is significant value to be derived from HR evolving people practices into a modern digital environment, writes Rob Scott
Compared to traditional on-premise or ERP HR technologies, true SaaS technology has fundamentally shifted the business discussion from one focused on getting HR technology to work effectively to an emphasis on how HR can generate business value through people. While not dismissing the value that many companies continue to derive from traditional on-premise HR solutions, there is no denying the comparatively long and often complex journey traditional HR systems demand in order to achieve the desired outcomes.
Time saving and agility: important ingredients
Executives are realising the long-term impact and financial advantage of effectively managing their people value chain. Together with emerging workplace trends such as remote working, ad hoc team creation, social collaboration, project orientation and hyper-specialisation, the luxury of having time to build solutions to support these new work environments is quickly diminishing.
The workforce itself is changing. It’s a more flexible workforce that is fast becoming a collection of diverse, specialised individuals who have different contractual relationships with a company. And there is an expectation that the tools they use to be productive are simple, yet effective – integrated in a way that supports collaboration and is accessible from anywhere on any device. In a recent survey conducted by Microsoft, 31 per cent of employees said they would be willing to spend their own money on an app if it made them more effective at work.
The last thing an organisation wants is to be held back by software that absorbs a great deal of time and takes even more effort to adapt to the changing demands of the workplace and workforce. The need for agility and swiftness are two critical elements for future business competitiveness, and for these reasons, SaaS HR software is being recognised as a supportive catalyst.
We are moving to a digital work environment rapidly, and mechanisms such as social tools, mobility and gamification are providing the platform for enabling HR to step up to a strategic analytic and evidence-based advisory role. While many ERP tools are bolting on some of this digital capability, the underlying technology and design of these products have not been built with a digital framework. True SaaS HR products have been completely rebuilt from the database objects to the user interface and fundamentally support and integrate with digital design thinking.
HR needs a new set of skills
HR professionals, particularly those from a social sciences background, have generally been reluctant to build personal skills and knowledge in technology. In many respects, this has limited their ability to be effective in driving traditional HR technology projects. New SaaS tools have largely solved this problem because of the simplicity in how these tools are set up and maintained. SaaS tools have fewer configuration and modification options than ERP solutions, which in my mind is a good thing for HR. Too often, ERP tools are redesigned at great cost but with little business benefit.
I believe there are other complementary areas where HR functions can build competency and expertise. First, social intelligence – understanding how social thinking is introduced into business and HR strategies and enabled through digital technology. Second, analytic intelligence – making sense of lots of new people-related data that will be created as the digital work environment evolves. This includes data from wearable technology and from everyday objects that are connecting to the internet (internet of things). Analytic intelligence will have a strong predictive focus rather than a reactive statistical slant.
The next three years open up a window of opportunity for HR to evolve people practices into a modern digital environment. There is significant value to be derived, and HR must now become self-sufficient in making this a reality.
Key SaaS trends for HR
- True SaaS HR software is quite different from ERP products. When you pull back the covers, the underlying design is geared to support a digital HR environment.
- Modern organisations no longer have the luxury of extended time to redesign their HR solutions – SaaS tools offer agility and simplicity.
- Now is the time for HR professionals to take ownership of HR software projects with no need to be intimidated by a lack of IT knowledge.
- News skills for HR in social and analytic intelligence are critical to understand how software will create people value.
Rob Scott is global lead: HR strategy & innovation for Presence of IT, a leading consultancy in HR, talent, payroll and workforce management solutions.
Rob, all great points. Do you have examples of any big HR technology providers that do pure SaaS HR technology?
Hi hrtechgirl, in terms of big players , Workday is a pure player across its product suite. Some parts of the Oracle and SAP suite ( the pieces they acquired) come pretty close although the argument tends to be that the latter are designed for cloud but at the database object level they fall short of pure SaaS design principles. There are of course a number of smaller software vendors that are pure SAAS – thanks for your question.
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