Drive a Robust Systems Strategy for HRSave time, optimize your resources, and engage the business by

building a right-fit HR systems strategy

As a CIO, IT Director, or Head of Human Resources you need to:

Make strategic decisions about HR IT systems.

Evaluate the health of the organization’s HR systems and develop an HR systems target state and roadmap.

Develop a robust HR systems strategy to address the issue of ineffective HR IT systems and time-consuming manual workarounds.

Adopt a strategic approach to HR systems and get it right the first time. This will be more cost effective than addressing issues as they occur. Get your house in order by supporting Core HR functionality first before focusing on more ambitious, business-enabling functionality.

Systems Strategy Co.

There are four potential options to optimize your HR systems strategy

Prioritize SpendYour organization has been growing and you are faced with increasing needs that your current IT and manual systems may not satisfy.

ConsolidateYou are looking to develop an overarching strategy and consolidate into one system.

UpgradeYour organization has point solutions that are not well integrated and you seek a comprehensive industry standard solution.

SpecializeYou adopt a strategic perspective and seek additional areas (e.g. talent management) where HR IT systems can support and enable business goals.

A strategic approach to HR systems has HR, IT, organization and end-user benefits

Step 1 - Define Project Roles and ResponsibilitiesThis section will walk you through a multi-step process for defining roles and responsibilities.

Activity 1: Activity 2:

Develop an understanding of the role of HR and IT in the HR Systems Strategy project, and the importance of identifying and involving all key stakeholders

Develop an understanding of RACI charts and the benefits of assigning roles and tasks early

Activity 3:

Use Info-Tech’s HR Systems Strategy RACI Chart to assign Responsibilities, Accountabilities, Informed roles, and Consulted roles to project stakeholders

Document Current State of HR Systems

Define HR and Organizational Vision

Assess Gaps in System Coverage

Evaluate Architecture Options

Evaluate Application Options**

Develop IT Systems Roadmap

HR Head HR Director CIO IT Director Finance Director CEO/COO Business Rep

A R I C C I I

A R I I C C C

I C A R C I I

A R I C I I I

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HR Systems Strategy Project

RACI Charts

Step 2 - Document the Current State of HR SystemsUse the Info-Tech HR Systems Health Assessment Tool to determine the current state of your HR systems.

- Time and Attendance- Absence Management- Workforce Planning

Workforce Management

Centralized Employee Record (HRIS)

Learning and Development

- Sourcing and Screening- Assessment and Selection

Learning and Development

- Competencies- Workforce Planning- Talent Assessment- Succession Planning

Learning and Development

- Benefits- Payroll and Compensation

Learning and Development

- Onboarding- Employee Development- Management and Leadership Development

Learning and Development

- Goal Setting- Performance Reviews- Team Dynamics- Coaching

Cross-Cluster Functions

- Analytics and Reporting-Self-Service- User Interface (e.g. Mobility)

Core HR Functions

Business Enablement

Integration Point

The tool will allow you to identify integration points by focusing on functional clusters of HR processes and systems

Step 3 - Define HR and Organization Vision, and Assess Gaps in System CoverageInvolve the business to gather requirements and assess gaps to target your organizational needs. This

is vital to choose business enabling technology that will add real value to the business.

Organizational size

Industry type

The organization’s value discipline

(customer intimacy, product innovation, or operational

excellence)

Collective bargaining agreements

Culture of the

organization

Payroll Management

Degree of Integration

Ric

hnes

s of

Fun

ctio

nalit

y

Integrate

Replace

Retain

Replace/Enhance

Step 4 - Evaluate Architecture OptionsUse the Info-Tech HR Systems Health Assessment Tool to determine your future direction on critical

system architecture decisions.

Start this project today by calling 1-877-876-3322Use our Drive a Robust Systems Strategy for HR Blueprint

Best Practice Toolkit Includes:

97 Do-It-Yourself Project Slides

HR Systems Health Assessment Tool

HR Systems Roadmap Tool

Source: http://www.infotech.com/research/ss/drive-a-robust-systems-strategy-for-hr

Guided Implementations:

HR Systems Strategy RACI Chart

Project Approach

Gathering Requirements

Evaluate Architecture Options www.infotech.com1-877-876-3322Plus: Onsite workshops available

Application 11

Application 16

Application 9

Application 14

Integrate: Application is functionally rich, so spend time and effort integrating with other modules by building or enhancing interfaces.

Retain: Application satisfies both functionality and integration requirements; should be considered for retention

Replace: Application neither offers functionality sought nor is it integrated with other modules and should be considered for replacement.

Replace/Enhance: Module offers poor functionality, but is well integrated with other modules. If enhancing for functionality is easy (e.g. through configuration or custom development), consider enhancement or replace altogether.

Step 5 - Evaluate Application OptionsSelecting the right application can be daunting. Info-Tech has provided a high-level summary of the

biggest players in the three categories of HRMS/HRIS/HCM, Workforce Management Suites, and Talent Management Suites.

Reporting, Self-Service, Mobile Capabilities

HRMS/HRIS/HCM Workforce Management Suites Talent Management Suites

- Employee HR Records

Personnel Tracking

- Occupational Health & Safety

Health & Safety

- Benefits Administration- Payroll & Compensation

Payroll Management

- Time Capture- Scheduling- Leave and Absence Management- Job Costing- Fatigue Management- Overtime Management

Time & Attendance

- Position Management- Org. Charts- Hierarchy Structure- Forecasting & Budgeting- Labour Regulation Compliance

Workforce Planning

- Requisition Management- Applicant Tracking- Pre-Screening- Background Checks- Candidate Assessment- Job Offer Management

Personnel Tracking

- Goal Management- Team Goal Setting- Employee Performance & 360 Review - Development/Career Plan- Coaching-Social Performance Tools

Performance Management

- Training & Administration- Skills Assessment- Role-Based Curriculum Administration - Individual Development Plan

Talent Management Suites

- Succession Charts- Key Positions- Extended Enterprise Succession - Knowledge Transfer Plans- Career Opportunity Tracking

Succession Planning

- Top Performers / High Potential Employees - Talent Profiles

Talent Assessment

- Skill Matrix - Skill-Gap Assessment

Competency Management

- Compensation Analysis

Pay Equity Analysis

Business EnablementCore HR Functions

Note: This is a systems view. Talent Management

Suites differ from the Talent Management Functional Clusters.

Step 6 - Develop HR Systems RoadmapUsing the Info-Tech HR Systems Roadmap Tool will wrap up your project and provide you with an

overview of how and when the various sub projects will be completed

Calendar

HR Technology Roadmap TimelineYear 1 Year 2 Year 3

Year 1Q1

Year 1Q2

Year 1Q3

Year 1Q4

Year 2Q1

Year 2Q2

Year 2Q3

Year 2Q4

Year 3Q1

Year 3Q2

Year 3Q3

Year 3Q4Change Action

1

2

3

Employee Record Conversion

Decommission PeopleSoft

Implement TAS

Employee Record Conversion

Move PeopleSoft Payroll Functionality into SAP

Implement SuccessFactors Recruitment Management Module

The importance of various HR systems will vary from organization to organization. Some factors that affect importance are:

www.infotech.com1-877-876-3322