Click me

Drive a Robust Systems Strategy for HR

MCLEAN& COMPANY 1-877-876-3322 Drive a Robust Systems Strategy for HR Save time, optimize your resources, and engage the business by building a right-fit HR systems strategy As Head of Human Resources you need to: Make strategic decisions about HR IT systems. • Evaluate the health of the organization's HR systems and develop an HR systems target state and roadmap. • Develop a robust HR systems strategy to address the issue of ineffective HR IT systems and time-consuming manual workarounds. Adopt a strategic approach to HR systems and get it right the first time. This will be more cost effective than addressing issues as they occur. Get your house in order by supporting Core HR functionality first before focusing on more ambitious, business-enabling functionality. There are four potential options to optimize your HR systems strategy A strategic approach to HR systems has HR, IT, organization and end-user benefits Consolidate You are looking to develop an overarching strategy and consolidate into one system. Upgrade Your organization has point solutions that are not well integrated and you seek a comprehensive industry standard solution. Prioritize Spend Your organization has been growing and you are faced with increasing needs that your current IT and manual systems may not satisfy. Specialize You adopt a strategic perspective and seek additional areas (e.g. talent management) where HR IT systems can support and enable business goals. Systems Strategy Co. Step 1 - Define Project Roles and Responsibilities This section will walk you through a multi-step process for defining roles and responsibilities. Activity 1: Activity 2: Develop an understanding of the role of HR and IT in the HR Systems Strategy project, and the importance of identifying and involving all key stakeholders Develop an understanding of RACI charts and the benefits of assigning roles and tasks early RACI Charts ШI HR Systems Strategy Project Loader Activity 3: Use McLean & Company's HR System Strategy RACI Chart to assign Responsibilities, Accountabilities, Informed roles, and Consulted roles to project stakeholders HR Head HR Director CIO IT Director Finance Director CEO/COO Business Rep Document Current State of HR Systems A Define HR and Organizational Vision Assess Gaps in System Coverage Evaluate Architecture Options Evaluate Application Options** A Develop IT Systems Roadmap Step 2 - Document the Current State of HR Systems Use the McLean & Company HR System Health Assessment Tool to determine the current state of your HR systems. Workforce Management Learning and Development Learning and Development - Sourcing and Screening Competencies - Workforce Planning - Talent Assessment Time and Attendance Absence Management Workforce Planning Assessment and Selection - Succession Planning Learning and Development - Onboarding The tool will allow you to identify integration points by focusing on functional clusters of Learning and Development - Benefits Centralized Employee Record (HRIS) Employee Development Payroll and Compensation - Management and Leadership Development HR processes and systems Cross-ClusteI Functions Learning and Development Core HR Fund ions - Analytics and Reporting Goal Setting -Self-Service Performance Reviews Business Enablement - Team Dynamics Coaching - User Interface (e.g. Mobility) + Integration Point Step 3 - Define HR and Organization Vision, and Assess Gaps in System Coverage Involve the business to gather requirements and assess gaps to target your organizational needs. This is vital to choose business enabling technology that will add real value to the business. The importance of various HR systems will vary from organization to organization. Some factors that affect importance are: Employees! The organization's value discipline (customer intimacy, product innovation, or operational excellence) Organizational size Industry type Collective Culture of the bargaining agreements organization Step 4 - Evaluate Architecture Options Use the McLean & Company HR System Health Assessment Tool to determine your future direction on critical system architecture decisions. Integrate: Application is functionally rich, so spend time and effort integrating with other modules by building or enhancing interfaces. Payroll Management •Application 16 Retain: Application satisfies both functionality and integration requirements; should be considered for retention •Application 11 •Application 9 Replace: Application neither offers functionality sought nor is it integrated with other modules and should be Integrate Retain considered for replacement. Replace/Enhance: Module offers poor functionality, but is well integrated with other modules. If enhancing for functionality is easy (e.g. through configuration or custom development), consider enhancement or replace altogether. •Application 14 Replace Replace/Enhance Degree of Integration Step 5 - Evaluate Application Options Selecting the right application can be daunting. McLean & Company has provided a high-level summary of the biggest players in the three categories of HRMS/HRIS/HCM, Workforce Management Suites, and Talent Management Suites. Reporting, Self-Service, Mobile Capabilities HRMS/HRIS/HCM Workforce Management Suites Talent Management Suites Personnel Tracking Time & Attendance Personnel Tracking Succession Planning Employee HR Records - Requisition Management Time Capture - Scheduling - Leave and Absence Management - Job Costing Succession Charts - Applicant Tracking -Pre-Screening Key Positions Extended Enterprise Succession Health & Safety - Background Checks - Candidate Assessment Knowledge Transfer Plans Career Opportunity Tracking Occupational Health & Safety - Fatigue Management Overtime Management - Job Offer Management Payroll Management Talent Assessment Workforce Planning Performance Management - Benefits Administration - Payroll & Compensation Top Performers / High Potential Employees Goal Management - Team Goal Setting Employee Performance Position Management - Org. Charts - Hierarchy Structure - Forecasting & Budgeting - Talent Profiles & 360 Řeview Development/Career Plan - Coaching - Labour Regulation Compliance Competency Management Note: This is a systems view. Talent Management Suites differ from the Talent Management Functional Clusters. Skill Matrix -Social Performance Tools - Skill-Gap Assessment Talent Management Suites Pay Equity Analysis - Training & Administration Compensation Analysis -Skills Assessment - Role-Based Curriculum Administration Individual Development Plan Core HR Functions Business Enablement Step 6 - Develop HR Systems Roadmap Using the McLean & Company HR Technology Roadmap Tool will wrap up your project and provide you with an overview of how and when the various sub projects will be completed Calendar HR Technology Roadmap Timeline Year 1 Year 2 Year 3 Year 1 Year 1 Year1 Year 1 Year 2 Year 2 Year 2 Year 2 Year 3 Year 3 Year 3 Year 3 Change Action Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Employee Record Conversion Employee Record Conversion Decommission PeopleSoft Move PeopleSoft Payroll Functionality into SAP 3 Implement TAS Implement SuccessFactors Recruitment Management Module Start this project today by calling 1-877-876-3322 Use our Drive a Robust Systems Strategy to Achieve HR Objectives and Enable the Business Blueprint Best Practice Toolkit Includes: Guided Implementations: MCLEAN& COMPANY 147 Do-It-Yourself Project Slides Determine project approach х HR System Strategy RACI Chart ( Gather requirements HR System Health Assessment Tool ( Evaluate architecture options HR Technology Roadmap Tool Plus: Onsite workshops available 1-877-876-3322 Source: A. Richness of Functionality --- -- - 2.

Drive a Robust Systems Strategy for HR

shared by emilywyss7 on Apr 17
Infographic to save time, optimize your resources, and engage the business by building a right fit HR systems strategy


Did you work on this visual? Claim credit!

Get a Quote

Embed Code

For hosted site:

Click the code to copy


Click the code to copy
Customize size