Why HR must adapt or face extinction

At the recent HR Tech Europe conference Jason Averbook, Appirio chief business innovation officer, delivered a stark warning to the industry:“HR as we see it today is going to die”.

We agree with Jason, and in dealing with our customers see first-hand that global businesses are already focused on growth and recruitment, rapidly elevating the importance of an efficient and flexible HR department. Only now companies are realising that the systems in place, often implemented well before the recession, are out-dated and cannot integrate with other platforms or support the flexibility and scalability an agile business requires.

How bad is it?

We recently spoke to HR Grapevine about just how HR systems are too domestic and act as a barrier to growth. Having been neglected over the last five years, they are nowhere near up to the task. Aging legacy systems are hard to use, not integrated and manually intensive. Generally they do not have self-service, something that is key in an age where every individual is used to managing their own profiles and accounts online.The reliance many HR departments still have on Microsoft Office means that most companies are in ‘spreadsheet hell’, with many inefficiency, security and employee satisfaction issues. Add legacy systems and manual entry of data to the mix, slowing down many processes that should be automated, and you can imagine the compliance and security risks. A lack of intelligent technology makes every day planning, monitoring and measuring an uphill struggle, leaving no time for companies to implement best practice talent management strategies.

Imagine trying to manage salary planning, a notoriously complex process with many members involved in version control, in this kind of spreadsheet environment. The immediate effects and benefits of implementing an automated and intelligent HR tech system to manage this are well documented in our salary planning guide.

So what next for HR systems?

It isn’t just us preaching – from the discussions we’re having with businesses, we know that around three quarters are looking to change to a cloud HR system that can support growth and the changes that are taking place within HR. They know only too well the restrictions they are facing.

So in summary, forget facing extinction, HR systems are dead in their present format, and only the cloud can breathe new life into them.

To find out more about how you can adapt and grow your business with the support of HR technology register your interest for our exclusive breakfast meeting on 29th April, at the Gherkin. You will also be the first to receive our report into the role of HR within leading technology businesses, and hear from Roddy Temperley, Group HR Director, who has been pivotal in driving organisational growth at SDL.

 

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