The Changing Face of HR
HR pros have always been engaged in administrative work, since ages; but as the times changed, pressure is now on them to divert their ways towards more strategic responsibilities in order to deliver more to business. Not falling back, HR departments, too, have responded positively to this expectation and started making structural changes in their role through standardized policies/ procedures and by taking the help of technology for managing their workforce, handling employee benefits and processing timely payroll. This has resulted in a significant restructure in their traditional role in recent years.The Prominent Role Of Technology
Through technology, integration of HR with other core business applications is improvised as the information can be shared easily and therefore adds up more value to the business. Moreover, availability of data on the cloud enables HR pros and even employees (based on their level of rights) to access it at their ease, thereby reducing administrative burden on HR. Hectic and time consuming tasks like administering employee benefits, managing open enrollment and processing payroll, are also made simpler and error-free through the advancements in technology as a new solution with better usability and more enhanced features served to you daily.But, from the haystack of available solutions online or in the market, how will you ensure that you get the correct needle. How will you determine that which solution is best for your specific requirements and your employees?
Well, the answer begins with you. Know thyself or know your business before you proceed.
Planning Period
When an organization decides to change the existing processes or get hold of a new technology, it’s always crucial to check upon self-assessment readiness. Making a list of administrative needs, existing assets and areas which are lacking will help business owners to avoid buying a system which is not fit to fulfill the priority requirements.Ask some crucial questions from yourself.
In which direction the organization is heading?Will the change reduce staff or expand it?
What is your long-term business plan?
Are future aspects kept in mind while jotting down the business requirements from the new technology?
A successful implementation of a new solution begins with the business which understands the importance of self-assessment and knows the right way and time to do it. Assess the level of expertise you have in your staff and understand whether or not your organization is flexible or ready enough for a modification. Also, make sure that all the stakeholders, clients, business partners and even employees are comfortable with this moving on, to experience a win-win situation from all sides.
Conclusively, having a good understanding of the desired end-state and identifying the team’s availability to take on new projects will make the planning phase more effective and will produce high-quality end results.
Once you have analyzed your business requirements and envisioned the end-state, you’re ready to move forward and take on the next challenge – the challenge of selecting the software solution
Author Bio
Doug Grover is the Manager, Business Relationship at TeemWurk. With 15+ years of combined experience in Inside Sales, Business Development and Business Relationship Management, Doug proficiently manages all aspects of pre and post sales cycle for the business partners and clients. His strong business acumen and sound technical knowledge gives him an edge that he combines with innovative ideas to design, build and roll out new strategies even in complex business environments.
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