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Viewing entries tagged
Human Capital Management System

Meet the 4 Robots Populating HR

There are four different types of RPA, and the sophistication is increasing.  The disruption  of these technology will mean in the next 4 years these apps and or bots will be populating HR from hire to retire.

2017 HR Challenges and Trends

HR has it's challenges and in 2017 these are the one's I am constantly working and collaborating on.

  1. Speed and agility to recruit and develop
  2. Still! Complicated, manual and not connected
  3. An increasing transient workforce
  4. Outdated roles
  5. A poor employee experience
  6. The experience in life surpasses that we have in the workplace

The pace at which we are moving is disrupting, and HR is raising its game.

8 Points to Consider to Not Have Glocal Failure Workday v SuccessFactors

Living abroad you notice all kinds of what I call Glocal failures.  That's the want to localise but be global.  When you buy a new software, or even product and the automatic customisation of the language is in German, French or Italian and you may or may not get an English option.

In Human Capital Management (HCM) systems developers have to push Glocal in the business to employee space so how do they weight up agains the 8 factors often considered in the organisations needs?  This blog provides a high level assessment.

It all depends on your organisation, what countries you serve, the nature of your business, data, TOM, and IT landscape.

WorkDay and Success Factors are continually developing their applications, so this is an approximate evaluation is my own opinion in comparison between Workday and SuccessFactors as of the beginning of 2017.  

Self Service Adoption

Workday currently has more extensive mobile enablement which allows easier adoption. What should however not be underestimated is that the managers role is not HR.  The future pushes the Service Model to the manager and that needs to be correctly supported.

Self Service Adoption

Both SuccessFactors and Workday provide extensive self service for employee, managers and HR that are easy to adopt due to intuitive navigation within each function.  What should however not be underestimated is that the managers role is not HR.  The future pushes the Service Model to the manager and that needs to be correctly supported.

Business Services Integration

Business Services Integration

SAP delivers prepackaged standard SAP connectors and a local app development area for extensions, a bit like android or apples app developer hubs.  Standard platforms such as Boomi, Hannah, HI for the integration to core HR solutions and Payroll.

Workday also has standard connectors and tools for major systems that can be used as accelerators, integration is however more complex and costly for other business and local systems.

User Experience

User Experience

SuccessFactors is also highly rated for its look and feel, and ease of navigation by end users.  SAP offers most but not all functions on the mobile platform.  There is a  restriction for administrators on some functionality where mobile is not yet possible.

Workday is highly rated for its ease of use in several servility polls conducted by real end users, and is fully mobile enabled.

Localisation

Localisation

SuccessFactors by the end of Q4 had circa 80 country packs where local legal requirements are built in as standard, and in country resource maintain and push them to new package releases for you company.

Workday has a predominantly global outlook, with less flexibility for customisation.

Payroll

Payroll

SuccessFactors provide payroll coverage to 30+ countries, payroll is integrated with modules from local pay impacting data straight to the payroll provider.

Workday has payroll built in for 4 countries: US fully operational, UK, Canada and France are on release but not available yet to all customers.

Analytics

Analytics

SuccessFactors have the first level of data available, but full Business Insights is chargeable.  The cost and real application to business analytics still is a solution I look at with businesses on their ROI.

Workday full analytics comes as standard with fully drill-able insight.  The cost and real application to business analytics still is a solution I look at with businesses on their ROI.

Strategic Workforce Planning

Strategic Workforce Planning

SAP have a Strategic Workforce Planning model as well as extensions 'Enterprise Jungle' and 'FieldGlass' to manage the ever increasing agile and contingent workforce.

Workday supports strategic workforce planing across HR data and other systems

Application Management

Application Management

SuccessFactors allows you the grace of 2 release codes.  It alerts you to release change and new you try packs changes and implications.  Effort is still required to manage the impact.  This leads to often new roles in the Service Organisation e.g. managing the tool and it's impact.

Workday forces you to upgrade so planning, preparation and release effort is impacted.This leads to often new roles in the Service Organisation e.g. managing the tool and it's impact.

HR Innovation Failure. Who Forgot About the Documents!

Whilst the effectiveness of the process and user interface of the new Human Capital Management (HCM) Systems are impressive there is one area in HR that has been forgotten, and there is little we can do to get away from it.  One area I am always busy working on and improving is documentation!

The documentation in HR is kind of insane!  There are the: offer letters, contracts, employee data changes where legal documents are required, leavers documentation etc.  Each document requires data collection of both what is global and local data.  Data that needs to be collected and stored in the Global HR system, and data that is only needed for local systems e.g. for payroll or legal requirements.

Just take Russia where you have for example a Global Workday, but also C1 there are circa 26 additional local data fields to collect for a New Hire to become and employee.

The HCM systems that are being implemented have pros and cons in regards of their ability to deal with global and local data. However, none resolve the documentation challenge.  There are two contenders HotDocs and Escriba that integrate well with both SuccessFactors and Workday and resolve the following problem:

  1. Data reading from systems such as e.g. Taleo, SuccessFactors or Workday
  2. Collection of global and local data if outside of the system e.g. in recruitment
  3. Data validation to reduce down stream errors e.g. special characters
  4. Automate generation of a compliant, consistent and correct document 
  5. Effective dissemination for approval
  6. Effective retrieval of the document via electronic signature
  7. Write capability of taking the data collected to the HCM

When you consider the process, also consider the documents.  This will be an area of experience and effectiveness that can be greatly improved and more innovation is to come in the future to change the face of HR ;).

 

 

 

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