Legacy Tools and Systems Create Hardship for Your HR Department and Employees

If your HR department is swimming in paper or you’re using a mash-up of software to manage administrative tasks, it’s time to make a change.

Key points:

  • Digital transformation is a shift in technology and company culture.
  • Outdated tools and systems make work challenging for HR professionals.
  • Technology can improve the work experience for both Human Resource professionals and employees.

Digital transformation is not just about technology: it’s about people, processes, and culture. Unfortunately, businesses often only consider their network infrastructure when mapping out their exciting digital improvements. They work with IT and vendors, but forget about a key player right within their own organizations: Human Resources. Why should HR be included? Well, HR is all about people, processes, and culture.

In order for HR to support a company’s digital transformation, they must be included.

There is no questioning HR’s role in creating a people-focused strategy for digital transformation. Digital initiatives change work methods and habits along with a company’s culture and business models. And with today’s multi-generational workforce, adapting to new modes of operation and technology doesn’t necessarily come quickly to everyone. HR is instrumental in the success (or failure) of the digital journey for every business.

This might strike you as odd because HR departments are not necessarily known for being at the forefront of technology. Many HR professionals still rely on spreadsheets, printed documents, physical handbooks, and filing cabinets to manage and store information.

Sentric’s Kim Naylor-Cours touched on the inefficiencies and roadblocks created by outdated tools (like paper):

“Managing physical documents takes a lot of time and keeps HR professionals stuck in a kind of task-driven limbo. This often prevents HR from playing a more strategic role in your organization. Rather than alphabetizing files, you could be meeting the needs of your employees in meaningful and transformational ways.”

Strategic HR isn’t exactly a new concept, but to make it a reality, HR must begin to play a larger role in important decisions because they know how to engage workers and revise company culture. This makes them an invaluable asset to digital and business transformation.

Human Resources is the catalyst for transformation.

So how can HR begin to take on this essential role? Invest in technology – specifically HR technology. HR software makes it possible for HR professionals to automate administrative tasks and provide employees with an easy way to view and manage their own data.

Automating time-consuming and tactical duties gives HR professionals room to craft strategic employee-centered initiatives that support the overall company mission. And empowering employees with software to manage parts of their own data and work-life is an essential step in building an engaged workforce and healthy culture.

“Strategic human resource management involves a future-oriented process of developing and implementing HR programs that address and solve business problems and directly contribute to major long-term business objectives.”—SHRM

Budgetary restrictions and philosophical misgivings are two of the primary roadblocks to a successful HR transformation. That’s not to say companies aren’t investing in HR-specific software. According to Gartner, by 2025, half of midmarket and large enterprises will have invested in some kind of human capital management (HCM) software for administrative tasks and talent management. Still, even with a healthy budget and executive buy-in, there is the potential to complicate things by going crazy with tools that are intended to simplify life for HR pros.

There’s an app for that.

There are different HR-specific softwares designed for just about everything: payroll and compliance, onboarding, time and attendance, benefits administration, recruitment, and the list goes on. In the era of endless software options, it’s easy to make life complicated while trying to keep things simple. A good number of HR departments leverage multiple software solutions to manage significant aspects of their tactical duties, which can soon become counterproductive and expensive.

Don’t make life more complicated than it needs to be! Many of the administrative tasks common to HR can be easily managed from one place. And for critical HR tasks not able to be automated or improved in one HR software solution, most can be addressed with one or two pieces of software as opposed to a baker’s dozen.

“SMBs that plan to invest in one comprehensive HR suite packed with functionality for everything under the sun still have to decide which suite is best for their needs. If you’re piecemealing a solution together from multiple systems, you have even more tough decisions to make.”—Brian Westfall, Senior HR and Talent Management Analyst, Capterra

It’s time to modernize HR.

Few departments handle as many administrative tasks or manage as much data as HR. Technology simplifies core HR processes like recruitment, employee onboarding, documents, benefits, payroll, and more. As companies continue to digitally transform, HR professionals need to make sure that their voices are heard alongside the IT department.

Don’t let old technology or an overwhelming stack of HR-specific software get in the way of enhanced performance for your HR department and employees.

Take your HR department to the next level. Get in touch for a demo of the all-new SentricHR.

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