The majority of HR departments are working with fragmented HR software. Sin: HR is so miss important data.
instead of working with an integrated HR-system, operates the majority of the associations with several systems for the different HR processes. That’s a shame, because HR therefore runs miss a lot of important data and deprived itself of the chance of saving time and money: by working with multiple systems together passing (legislative) changes and making reports difficult
According to research from HR2day, a provider of HR systems among HR managers or HR managers of 600 (medium) large organization in the Netherlands. More than seventy percent of respondents said working with isolated HR applications, often with more than four. “That means that an organization uses a separate system failure, a separate salary system, a loose leave registration. For almost every HR process there is a separate application, sometimes from different vendors, “said Andy Verstelle, director of HR2day.
According Verstelle it is logical that the HR application landscape is fragmented. “Many organizations have begun to automate their payroll. That was by many companies still seen as the main process. Understandably, workers find it normal that it goes well, but if the processing of the salary goes wrong, delivers many complaints. “After the payroll other processes were automated, but those applications were purchased from other suppliers.
Downtime due to fragmented systems
This created a landscape of different HR systems that are not in contact with each other. However, it is necessary communication between these systems; For example, individual changes need to be made differently for each system. Verstelle “That often happens by printing something and enter it manually into the system.” There are also made manual clutches. “But creating and customizing the link is enormously complex.”
Modifying the fragmented HR landscape to changing legislation can therefore be time consuming. The recently introduced WWZ can ensure, for example, organizations with different suppliers must table to make changes. The study shows that implementing substantial changes in the law in the majority of the organizations three months takes.
HR analytics is time-consuming job
In addition, impedes the organizations in establishing connections and making predictions. More than thirty percent of the respondents reporting largely or completely manually. In addition, the reporting process is at 57 percent in part manually. Only 11 percent of organizations has made the process completely automated. This means that less than twenty percent right can turn an ad hoc reporting. Sixty percent have a day for necessary and 21 percent even a week.
The lack of data and analytics tools fog HR important data to create a good personnel strategy, as recently revealed by research from Oxford Economics commissioned by SAP software. Data on the staff, after all, provides important insights for a strategic HR vision
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Verstelle: “If you have data that you want to create information. That way you can add value. If it is difficult to make data from systems, then it is difficult to act on the basis of information. “Of course, it is possible to collect data in so-called data warehouses, but then it is not always possible to display real-time weather data. “That’s not always bad, not all the changes it is necessary there to see the immediate effect.” But a large part of the organizations does require real-time information, forty percent of respondents said here to have on demand. Reports can help HR departments to address the strategic role.
In addition, an HR department at a good workflow less time on administrative processes. More than half of respondents see the added value of an integrated system for HR management. This workflow can help the greatest challenges: the future-proofing of organization and creating operational flexibility
Yet a large proportion of respondents see the value of IT is not in yet.. 42 percent of respondents said that IT innovation hardly neutral or no means is to gain competitive advantage. IT is seen as part of the administrative work domain, but not the major change agent.
Read more about the use of HR software platform About eHRM.
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