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Today’s workforce is boundless. Many employees are geographically dispersed, work hybrid, and increasingly find themselves working alongside different types of workers, such as contingent workers.
For employers, all the recent changes in workplace dynamics, the compliance landscape, and the overall business climate have led to a complexity crisis.
As with many of today’s organisational challenges, the complexity crisis can be tamed with the right technology used in the right ways. And Ceridian’s 2023 Executive Survey of 2,000 leaders from around the globe reveals opportunities in this area.
For example, less than half of respondents said their organisations use HCM tech to optimize in-house skills. This includes aligning skills to organisational goals (only 47% use HCM tech to support it), identifying skills gaps (44%), and capturing the skills available in their workforce (43%). And 40% of respondents aren’t yet using technology for one of the more basic HR software functions – performance management.
So, how should organisations consider, implement, and use HCM tech to thrive amid today’s complexity crisis? We asked industry experts in Ceridian’s Partner Network to share their best tips. Here’s what they had to say:
Remember the “human” in “human capital management”
“When it comes to adopting integrated HCM solutions, it’s critical that you consider the humans at the center throughout the transformation. What is the impact on the end user? Remember that for most people, technology transformations and the use of technology will be a significant change. Your workforce uses technology, yes, but for most employees their job description doesn’t include being an expert in an HCM platform. So, the solution design should cater to all levels of experience and really find the sweet spot of ease of use with efficiency in process. It must be intuitive. And it must be connected to other things that make their life better.” – Paul Tucker, Partner in People Advisory Services, EY
Let it go
“A common trend we see from the CIO/IT point of view – though often in concert with the business - is the concept of application rationalisation. Over time, mergers and acquisitions, technology investments and upgrades, and even protracted resistance to sunsetting legacy technology can all fuel unnecessary complexities, costs, and even reduced quality and consistency in functional service delivery. Organisations should evaluate the merits of simplifying the technology stack and driving to a common platform for the full suite of HR and payroll to enable a consistent and high value experience for the enterprise.” - Trevor Willson, Co-Head, Benchmarking and IP-as-a-Service, The Hackett Group
Take it slow
“When it comes to adopting technology, HR or otherwise, I think a lot of problems stem from not spending enough time studying the actual use case. Understand what your actual business users and hiring managers really need from a solution. Sometimes decision-makers get caught up in the sales cycle and commit to a product that doesn’t do what end users need it to do. Take the time to understand the processes, ask the right questions, and work with trusted partners that can guide you.” – Adam MacDonald, Chief Innovation Officer, VidCruiter
Consider future growth
“Think of the complexities of today and tomorrow. Find a solution that you can grow alongside, one where you can plant your feet and stay for years. And if it doesn’t have everything you need right now, make sure there is a proven history of innovation and a road map that demonstrates that will continue.” – Kathryn Lopez, Director of Dayforce Practice, HRchitect
Empower your employees
“Technology should empower workers. It’s difficult for employees when the information they need is in a bunch of different places and they’re wasting time and getting frustrated trying to figure out where to go and what to do. With the complexities of the world and the workforce today, workers don’t need more roadblocks to stymie their productivity. Organisations need to adopt singular systems to overcome these challenges.” – Gerran Brown, Account Executive, YOOBIC
Think of roll out from the beginning
“Build a solution that is the best possible fit for your organisation when you go live.This starts with a generous timeline that allows as much time in the testing phase as you can possibly allow. If you roll out a strong product that works, user adoption is sure to follow. And make sure to tell employees that change is coming and when it’s coming, with lots of communication along the way.” – Michael Kane, Managing Director, ClearCourse
While these expert HCM tech tips can’t stop change, they can help you manage it more effectively for the benefit of your people and your business.
No organisation is immune to today's growing complexity crisis. Organisations are seeing an explosion in types of work and workers, an ongoing mismatch between available skills and evolving roles, and growing regulatory complexity – especially as work becomes increasingly fluid and borderless.
Winning organisations will conquer the complexity crisis and build a competitive edge by simplifying their end-to-end people operations, recalibrating skills for the modern business world, and driving greater organisational efficiency. And that can all be accomplished by investing in, implementing, and fully adopting the right HCM technology that can meet your organisation’s needs now and into the future.