Paving HR’s way to the exec suite

From legacy to leadership

Last week HR Magazine reported on how talent management is now a continuous priority for CEOs, and how, despite its appearance on the board agenda, CEOs are concerned that commercial opportunities are being missed within their organization’s HR strategy.

They reference PwC’s 17th Annual Global CEO survey which reveals only 34% of CEOs feel that their HR teams are able to meet the new demands being made of them. From managing, retaining and acquiring the best talent, through to helping organizations drive growth, HR Directors are truly feeling the strain.

Even today HR departments find themselves spending their time on low value manual tasks – entering, re-keying, updating and maintaining information in multiple systems – when their time and effort should be focused elsewhere. In an age where a lot, if not all of these processes can be streamlined and automated, it’s clear that a large portion of this strain is due to reliance on legacy HR systems.

A legacy HR system isn’t just bad for the HR function. It is bad for the whole business because it can make managing growth, talent management and providing a good workforce experience hard. Therefore to ensure growth, organizations need to focus on future-proofing their HR functions and should be considering the following five must-haves:

1.    Integration: so the complexity associated with multiple applications and data sources can be removed

2.    Global HR: one global system of record will ensure multinational operations are efficient as well as consistency and strong cross-planning governance

3.    Self-service: in a world where employees are used to updating their own details, such as on LinkedIn, this should be matter of course at work.

4.    Compliance: to comply with national holidays, pay periods and laws globally as well as ensuring confidentiality regulations are met

5.    Growth: especially when growing a business through mergers and acquisitions, it is crucial that the back end systems of the companies joining forces can be easily integrated

The above are a must for any HR Director to stay ahead of the curve – you can learn how SDL’s Global Head of HR did here. Where the current global economic growth is creating new levels of competition for people, organizations that rely on legacy HR management systems (HRMS) will continue to struggle with the demands of managing a mobile, social and multi-generational 21st century workforce. These processes will enable HR Directors to future-proof their department and ensure they’re in a position to harbor and maintain growth, in turn paving their way to the executive suite.

If you recognize the above issues, we’d love to hear your thoughts.

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