HR Transformation
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HR Transformation
Articles and news related to people management, organisational change and the world of work
Curated by Andrew Spence
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HR Outlook Winter 2016-17 CIPD Report

HR Outlook Winter 2016-17 CIPD Report | HR Transformation | Scoop.it

This 39 page PDF report examines the issues facing the HR function and HR professionals, highlighting emerging trends within HR and future challenges.

Andrew Spences insight:

Summary from CIPD

This report has covered a wide range of issues, but there are 6 key insights which we believe HR needs to act on.  We must:

• demonstrate the value of the HR agenda

• use HR data to strengthen evidence-based decision-making

• harness the benefits of technology

• prepare for economic uncertainty (for example globalisation and Brexit)

• adapt to the changing needs and desires of the workforce

• strengthen the capability of people managers.

Ian Berry's curator insight, May 3, 2017 9:48 PM
Worth downloading as is the infographic and refreshing no email address required
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HR Tech Implementation — SaaS Vs On-Premise — The Cost Breakdown

HR Tech Implementation — SaaS Vs On-Premise — The Cost Breakdown | HR Transformation | Scoop.it

The challenge for HR leaders would be to take a Total Cost of Ownership view and consider the market forces where the solution providers are leaving no choice to companies but to move to cloud.

Andrew Spences insight:

So according to Sierra Cedar, the total HR Technology Costs per Employee for medium org with 2500-10000 employees is $205/employee

 

Amol breaks this done and makes some useful insights.

 

I have built many business cases for broader HR Transformation, inc Technology, watch out for the pitfalls :-

  • not fully costing deployment partner
  • underestimating internal cost of project in displaced time from managers and HR team
  • not factoring in support costs after go-live
  • not investing in change management/comms/training and then dealing with low adoption #Owch!
  • systems that do not solve the actual business problems, for example to manage attrition effectively you will need to look at broad range of factors well outside HRIS domain.

 

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