In this podcast we are going to discuss the finding of two surveys on Digital HR which I have got a chance to read last month as part of my Year 2018 resolution ‘to improve reading culture’ and it took me 1 month to find a time to do a proper session of podcast. so we are back on NEW YEAR RESOLUTIONS RESULTS 🙂

• 20th Annual Edition of The Sierra-Cedar 2017–2018 HR Systems Survey is the latest research edition of the longest-running, most widely distributed in the Human Resources (HR) industry. The Survey was conducted from May 4th through July 7th, 2017. The Sierra-Cedar 2017–2018 HR Systems Survey White Paper is based on 1,312 unique organizations representing a total workforce of 17.7 million employees and contingent workers
• 2017 Global Human Capital Trends survey by Deloitte with the tag name ‘Rewriting the rules for the digital age’ is amazing and as of now at the time of writing this blog they have already running the survey for the year 2018.

In this podcast, we will review the outcomes of both surveys and will share practical 3 paths to move your existing/legacy human resources application to be ready to play an integral part in the digital transformation mission.

According to Deloitte, these are the three (3) areas changing very rapidly in human resources:

1. Digital Workforce: How can organizations drive new management practices (which Deloitte calls “digital DNA”), a culture of innovation and sharing, and a set of talent practices that facilitate a new network-based organization?
2. Digital Workplace: How can organizations design a working environment that enables productivity; uses modern communication tools; and promotes engagement, wellness, and a sense of purpose?
3. Digital HR: How can organizations change the HR function itself to operate in a digital way, use digital tools and apps to deliver solutions, and continuously experiment and innovate?

Digital Transformation in HR starts from: (as per the post of Deloitte)

Redefine your mission:

Upgrade core technology:

Develop a multiyear HR technology strategy:

Build a digital HR team:

Organize HR into networks of expertise with strong business partners:

Make innovation a core strategy within HR

Rotate younger people into the HR profession:

Benchmark:

Now if we will focus on 2nd point “Upgrade core technology” and 3rd point “Develop a multiyear HR technology strategy”, we can conclude that you have to revamp your existing application (if you have already in place any software package like Oracle e-business suite) or if you don’t have any software application in place (your first action should be to put in place). this will let you get ready with the basics.

i am taking an example, if you have already an Oracle e-Business Suite in place as your core HR system, what are the options you have got to start as a “MISSION” to get ready with digital transformation.

You have got 3 paths to embark on a Digital HR mission:

1. Existing HR software with Core HR and Payroll on-premise -> Add additional functionality of Talent management modules from cloud products and co-exist with on-premise application
2. Existing HR software with Core HR and Payroll on-premise -> move HR to cloud products and co-exist with on-premise payroll. Your Core HR and Talent will be on cloud
3. Existing HR software with Core HR and payroll on-premise -> move complete HR suite to Cloud

all these 3 options are very well workable and any integration layer/requirement is being addressed from product point of view to help you to start your MISSION. now if you see finding of Sierra Cedar survey –Only 17% of organizations have a strategy for integrating HR applications, with 47% handling them on a case-by-case basis. Implementing an Integration Strategy could impact business outcomes by 20%.

Detailed discussion on survey results and Digital HR mission is covered in podcast. enjoy listening and #SocialLearning