Simplifying the Digital Future of HR

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1 Simplifying the Digital Future of HR

2 Delivering Simple HR Experiences in the Digital Age For the HR department, the digital revolution and the rise of highly connected and sophisticated talentmanagement tools have been bittersweet. While new tools and abundant talent data have promised to make the routine jobs and lives of HR professionals easier, HR needs to take advantage of this momentum to simplify the HR experience and avoid the digital gap. Indeed, the benefits of new HR technology are too great to be ignored. For businesses and HR teams looking to attract and retain the very best talent available, and increase the strategic value of HR, the key to success is finding technology that can simplify talent management, without adding to complexity. The Need for Simplicity in Modern HR Goes Far Beyond the HR Department Itself: Employees want simple, convenient access to modern HR experiences that don t compromise on personalization IT wants to empower HR with simple technology that the department can effectively manage itself, and stay agile The C-suite wants HR to help it prepare for the workforce challenges of the future through the use of simple predictive analytics Individual HR professionals want access to simple technology that actually makes their jobs easier, instead of requiring them to become IT experts overnight Everybody makes their own demands of modern HR, but simplification is the common driver that can push the department towards delivering on everyone s new expectations.

3 Simplification and the HR Department Simplifying the Digital-Employee Experience The relationship between IT and HR is changing. While HR technology has previously required a significant amount of IT intervention and management assistance, the cloud is finally making it possible for HR to access tools and solutions that are simple to manage within the department itself, and work together with IT as a team. This simplification of tool and solution delivery has helped to change the relationship between IT and the HR department from one of service to one of enablement. Instead of having to intervene and assist with the technology itself, IT can focus on helping HR find the solutions it needs to improve service delivery and prepare the business for the future. With data volumes growing, and the value of detailed talent insight increasing every day, that IT assistance has become invaluable for the modern HR department. It s helping HR meet demand for real-time talent insights, and control the huge volumes of data that are threatening to make key HR processes extremely complex and time-consuming. For the HR department, it s all about getting fast answers to complex requests, as quickly and simply as possible. The department s ability to extract deep workforce insights from huge volumes of talent data, and use those insights to fuel informed talent decisions, will shape the future of the business as a whole. But there is a complex balance to be found between simplicity and functionality. Simplification of HR is goal number one, but if that comes at the cost of personalization, functionality, or capabilities, it will undermine the value that HR can deliver to the organization. Now it s up to HR to work with IT to strike that balance effectively, and build a simplified digital future for the department that IT can strategically assist with instead of just delivering hands-on technical help. Simplification of HR is extremely important to a new generation of digital employees. Today s employee wants easy access to personalized HR experiences that are as simple to engage with as the technology and service experiences they access in their home lives. It s up to HR to make sure that those experiences aren t just convenient to access, but that they re also easy for individual employees to engage with and understand. Those simple, convenient, and personalized HR experiences aren t just a luxury appreciated by the modern employee they re absolutely critical to employee engagement and retention. Today, employees dictate how they want to engage with the business, and if you can t adapt to their demands, they won t hesitate to take their talent elsewhere. There is another delicate balance for HR to find here. While the kinds of experiences employees demand are often highly personalized and delivered conveniently through new digital platforms, they must also be extremely simple. If HR wants to meet employee needs without dramatically increasing technological complexity for themselves, they must seek flexible and simple solutions.

4 Why Simplification Makes Sense for the Business The Key to Employee-Centric Modern HR When any new technology is adopted by a line of business, what the enterprise as a whole wants to see is improved results, with minimum interruption to departmental productivity or disruption to company culture. Simplicity is key to maintaining that, and only by keeping solutions, tools, and systems simple can you effectively empower and improve HR, without knocking its culture and operations off course. Simple operations are also efficient operations, and when modern HR is easy to manage, the HR team can spend more of its time adding value for this business, instead of wrestling with excessively complex technology. By granting HR professionals simple access to the information and tools they need to manage modern talent, the department can take up a more strategic role within the business. Empowered by simple technology and convenient access to talent data and analytics, the HR function can spend its time identifying strategic workforce needs, proactively plugging talent gaps, identifying development opportunities, and driving the business forward. For those looking to make the most of talent data and embrace sophisticated new HR solutions without adding complexity, the cloud is proving invaluable. The simple delivery and management benefits make perfect sense for HR taking away the management effort and putting intuitive tools directly into the hands of those who need them. For HR, this is helping them take control of talent data, and effectively embrace modern talent-management practices, without having to become IT experts or radically change the culture of the department. And for the rest of the business, the results can be even greater: With so much valuable talent data available, simplifying how it s accessed and analyzed grants faster access to powerful real-time talent insights and helps accelerate responses. Simple HR infrastructures are easy for everybody to use, and increase the efficiency of all HR operations and engagements while uniting all data to increase workforce visibility. Simple social platforms and convenient engagement methods make it easy for employees to access the satisfying experiences that attract them to companies and keep them there. Simple cloud-based HR platforms and tools help IT to enable and empower HR instead of micromanaging their tech and give them access to new capabilities in hours instead of days or weeks. The bottom-line results? Higher employee engagement, HR efficiency, strategic talent insight, and employee satisfaction and retention making for a smarter, more productive, and more agile enterprise. Organizations across the globe are ready for the simple, cloudbased future of HR, with 60 percent of companies in EMEA already embracing social platforms for employee engagement, and 39 percent deploying new analytics applications for greater workforce insight. 1 Moving forward, the simplicity of HR will directly impact the strategic future of the business as a whole. 1 Sierra Cedar HR Systems Survey

5 Find out More If you want to simplify the digital future of HR, Oracle can help. Oracle HCM Cloud is a complete, flexible cloud HR platform, built for the needs of the modern HR team, and the digital employees they serve. Find out how simple Oracle HCM Cloud is today, and discover how it could help you learn more about your workforce, prepare for the future, and remove the guesswork from HR without contributing to complexity. Explore the world of modern HR at: Copyright 2016, Oracle and/or its affiliates. All rights reserved. Oracle and Java are registered trademarks of Oracle and/or its affiliates. Other names may be trademarks of their respective owners. VDL