Human resources management systems (HRIS) are a huge investment. The decision making around changing your HRIS involves serious research and consideration. After all, your HRIS is the source of truth for all HR data and often includes payroll. Since the last HRIS review in 2016, we have seen big changes within the HR tech space […]Read More →
A four part series – we look at the common solution architectures for an organisations HR Technology landscape. In this part 1, we look at the first option – using an “all in one” platform. When it comes to working out your HR Technology landscape (or to use the technical term – solution architecture), there […]Read More →
What an amazing few days it has been attending the 16th Annual HR Technology Conference in Las Vegas. The size of the event was as I expected – huge! With 8,000 attendees from 30 countries with 303 vendors on the exhibition floor – up from 257 last year. The event was a good chance to […]Read More →
Monday saw the AHRI HR Technology Conference take place as one of the many pre-event activities around the broader AHRI HRIZON National Convention in Sydney. Rachel Botsman The day kicked off with Rachel Botsman talking about technology disruption and the impact on business. She summarised the drivers of technological disruption in business today: Broken Trust – The movement from institutional […]Read More →
So you have strong data access policies, best of breed IT management systems and robust controls over HCM Technology.
IT promote it. HR support it.
This works well when everyone follows the processes, but not everyone does. We’re not talking about employees who become corporate criminals, technology vandals or malicious sociopaths.
Let me introduce a nice man called Bob and explain the mistakes we made.Read More →
Most Australian HR vendors now offer a hosted version of their traditional on-premise solutions. This means the infrastructure your HR system runs on (the hardware and underlying software components) are managed by the vendor. This frees you up from having specialised IT staff to manage the technical components of the system to ensure it keeps running.
Moving to a hosted model (or â€˜cloudâ€™) for your HR software, even if it’s not SaaS can offer significant benefits – but make sure you understand some of the potential hidden costs.Read More →
It’s a rare occurrence when an organisation is happy with out of the box HRIS functionality.
During implementation, it may be that HR/Payroll changed their practices to fit the features of the HRIS. But over the life of a system new information is required to be stored and processes change. The HRIS will need to be customised to meet these requests.
Knowing the right way to approach customising and extending the functionality of your HRIS is critical as the downstream impacts can be expensive and time consuming.Read More →
Most of today’s HR/Payroll operations are still in the 90’s with operating processes and know-how either written on paper, in a document on a shared drive, or worse, stuck in your “soon to be retired” Payroll Operators’ head. This operational model is the cause of processing errors, inconsistency and business continuity risks. With the emergence […]Read More →