With All Generations of the Workforce Now Spending up to 2.5 Hours a Day on Their Mobile Devices, How Can Cloud- Based HR Technology Rise to Meet These Expectations?
Everyone is talking about the changing workforce demographics, but more pertinently, workforce psychographics have also changed. With the Internet of Things (IoT), all generations of the workforce now have a ‘millennial-like mindset’ — spending up to 2.5 hours a day on their mobile devices, and expecting consumer-grade experiences when interacting with their employers.
90% of Fortune 1000 companies plan to replace their on-premise HR software in the next four years and most will move to cloud-based systems.
So, How Does Cloud-Based HR Technology Rise to These Expectations?
For cloud-based technology and Software-as-a-Service (SaaS) to be deployed successfully, the HR function must be willing to change its operating model. This is necessary in a world where technology is automating more and more processes as users demand a higher degree of access and expect to do things on their own.
HR functions must transform into more strategic roles, with greater capability to deliver impact in these three ways:
Operating models used to be focused on HR programs, but next-generation ones must be focused on the customer experience. At the same time, operating models are expected to deliver strong strategic capability by helping to simplify processes and making them consistent across all users in all geographies. As business travel becomes more prevalent, on-demand accessibility is no longer a luxury, but a necessity as users expect to be able to utilize HR service any time, from anywhere in the world they are.
When it comes to technology, gone are the days of best-of-breed systems, high levels (and costs) of customization and limited analytics. With unified cloud solutions, configuration is the new buzzword as single systems can be tweaked to serve multiple users and needs. With all functionalities hosted on the cloud, mobile access is a given and predictive analytics are embedded into the user journey.
Yet, those are not the best parts of this new world of HR technology — with performance and behavior-focused functionalities, HR technology can now be used to deliver not just talent programs, but talent insights. This also means that HR technology can drive talent outcomes that matter to clients, impact critical roles and measure this impact on the organization today and in the future. Just as consumers have highly positive perceptions of brands that deliver seamless customer experiences, HR technology that is simple and intuitive, flexible and empowering, consistent globally, and provides support at points and places of need will lead your employees to hold highly positive perceptions of their experience with your organization. Ultimately, HR technology is not just about software or hardware — it’s the heart-ware that strengthens your employer brand.
Partner, Organization & HR Effectiveness,
Aon Hewitt Consulting
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