Information technology is transforming every aspect of enterprise operations and human resources is no exception. Earlier this year KPMG published its HR Transformation Survey. Eighty eight percent of respondents said they would spend the same or more on technology in 2015 than in 2014. “Organisations are replacing their core human resource management systems (HRMS) more frequently than ever before (every three to five years versus historically every five to seven years),” KPMG said.
KPMG expressed surprise that many organisations were still using paper-based systems for performance management tasks. “Seventy four percent of organisations that are currently using technology for their performance management believe this technology is effective. Yet 28 percent of these organisations still rely on paper for some performance management tasks,” it said.
It identified a number of trends common to organisations that had successfully transformed their HR function. They have introduced new types of collaboration tools for the delivery of HR services, implemented a new HR portal, re-engineered key HR processes, implemented a new core HR system and built or further invested in an HR analytics function.”
KPMG concluded: “HR is constantly pulled between serving as project leader and operator. No doubt both roles are important, but higher performing HR organisations have managed to find the appropriate balance between the two, and maximised the output from each role.”
The survey is an annual one that has been published for 18 years, it was formerly the Towers Watson HR Service Delivery and Technology Survey. This year 798 organisations across 37 countries participated, half of them global organisations.
For HR departments looking to upgrade their technology BizJournal recently offered five technologies that organisations should consider.
These five technologies were: electronic onboarding; online benefits enrolment; performance management; learning management; time and attendance.
Human Capital Media Advisory Group, the research arm of Talent Management magazine recently surveyed 127 HR professionals from companies of various sizes and industries.
It reported: “HR practitioners in the survey said they have several different types of technologies at their disposal. With a new and changing market, HR professionals must decide which technologies are worthy of investment. For example, according to the survey, companies use HR software for workforce management, recruiting, learning management, performance management, analytics, compensation management, wellness, succession planning, collaboration, onboarding, workforce planning, talent management and mobile.”
The survey showed that 58 percent of HR respondents do not have plans to invest in wellness software technology, though 14 percent said they planned to purchase and 27 percent said they already used it.
The second most popular technology was succession planning. “While more than half of respondents said they do not currently have and have no future plans to invest in succession planning software, about 20 percent already do and 23 percent plan to do so in the future.”
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