With 2018 and the year-end processes associated with it in the rear-view mirror, many people have spent the first part of this month writing about trends and predictions for 2019. While that is great, most are not actionable and do not move an organization forward in their digital transformation. So, at HRchitect we are not going to predict the future, rather we will provide to you our list of the 2019 strategies you should adopt to move your organization further down the digital transformation path.
#1 If you are currently using any HCM Software that was built before 2000, it is time to look at moving to new technology
Digital transformation requires all people in the organization have direct access into Human Capital information, using the device of their choice. Software that was build prior to 2000 was not built for ubiquitous use – it was built for use by HR Administrators. While yes, there are web applications that have been developed for these products that sit on top of older technology, the user experience, back end maintenance and process flexibility is not the same as what is found in 21st century technology. The bottom line is that you cannot have a digital transformation and be prepared for the “Future of Work” if your HCM Technology was built for the 20th Century.
#2 Just say NO to MS Excel
MS Excel is the most frequently used business application for managing data. If you currently have to manipulate data in Excel and/or use Excel as a capture tool for your processes, it is time to invest in a better platform. This may be because you are running 20th Century technology, but not necessarily so. It is not uncommon for organizations to implement new technology, but after the new technology “goes live”, the effort to really transform how it is used and how data is managed is never addressed. Most 21st Century technology has capabilities that are equal to, if not better than, what can be done in MS Excel. However, if your HCM platform cannot meet your needs, there are standalone data applications that can be integrated with your HCM platform, and with other business applications as well. Thus, just say no to MS Excel and leverage the tools that will digitally transform your use of data for information and decision making.
#3 Be mobile first
For a digital transformation to occur, everything needs to be available via a mobile device. When thinking about information and processes and delivery of HR Services, these processes must be designed with mobile in mind. If someone decides to use a traditional PC, that will always work, however it is not the case if you design for traditional PC and then try to fit down to a mobile device. Remember that “responsive design” only means the information will be rendered down to the mobile device. Unless the view is designed specifically for mobile access, it will most likely not be very usable.
#4 Take a user focused approach to creating processes and improving internal processes
When examining processes, use the perspective of the end user role and what that person needs to do their job. For example, a typical manager of others must execute IT processes, Finance Processes and HR Processes. Today, most organizations create their corporate function processes in silos and not in terms of the manager or employee who needs to execute these processes. Something as simple as policies may not even be in one location on a corporate intranet site. If you take a fresh look at your processes from the view point of an employee or manager and re-design them with a mobile first approach, you will be well on your way to a sound digital transformation.
If you want the guidance of a strategic partner to help you through your digital transformation, HRchitect can help. Over the past two decades, we’ve helped thousands of organizations across the globe align their HCM technology initiatives with business objectives to achieve extraordinary results. HRchitect is a name you can trust and your one-stop shop for all of your HCM technology needs from strategy, evaluation/selection, implementation, change management, ongoing support, and everything in between.
About Jacqueline Kuhn
Jacqueline Kuhn, HRIP is an HR Professional with over 25 years of experience in strategic planning, systems management, project management, services delivery, and general human resources. In her role at HRchitect, she oversees our HCM strategic consulting group which encompasses HRchitect’s HCM systems strategic planning and evaluation and selection practices.