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November 24, 2016

Empower HR with knowledge-driven and cloud-based solutions

Posted on behalf of of Marco Dias - Associate Partner, Infosys Consulting and Ines Corte-Real - Principal, Infosys Consulting

Everything is moving faster these days - the demand for speedy service, instant responses and quicker deliveries. I am not surprised that there is so much buzz around becoming agile. Agile processes help businesses develop and execute new strategies rapidly and effectively. 

Business agility, however, is not limited to processes, systems and software. The most important, and often the most neglected, criterion is people. People run the processes, systems and software that make a company agile. So, to begin with, enterprises need to find the right talent for the right job. In my opinion, if enterprises are to stay ahead of the curve, they must first focus on optimizing their internal resources - their employees - and prepare them to meet the challenges of tomorrow.

This aspect, known as human capital management (HCM), can truly cement future business success if leveraged correctly. Let us look at some of the criteria that make up a successful HCM solution:

  • It should improve executive insight and decision-making by providing the right people with the right skills to get every job done right
  • It should leverage comprehensive and tightly-integrated talent management solutions along with workforce planning and analytics 
  • It should transform business strategies into measurable business outcomes by simplifying HR processes and maximizing employee engagement 
  • It should enable next-generation core HR capabilities based on modern technology that is easy to use
I think that the best solution is one that merges proven best practices with innovative technologies such as cloud. Maintaining a balance between the best of two dichotomous worlds - traditional and progressive - is not easy. But I truly believe it can help organizations deal with some of the pressing challenges confronting HR such as:

  • How to enable global capability and local flexibility 
  • How to leverage analytics so businesses can make the best decisions faster
  • How to deploy easy-to-use interfaces that simplify execution and deliver real results
Sometimes, understanding the depth and scope of this kind of transformation can be difficult. This is where choosing the right implementation partner becomes important. 

At the outset, the right partner helps simplify your solution roadmap and presents compelling business cases with customized demos. Through this approach, enterprises can be sure that their HCM transformation project not only meets their needs but is also executed optimally within stipulated budgets and timelines.

It also helps to have a partner who is knowledgeable about and adept at handling various HCM products available in the market. Besides helping you choose the right product for your business, proven implementation experience will be useful to predict, uncover, understand, and address challenges associated with such transformations. 

Finally, look for a partner that will bring to the table their own value-added services such as proprietary tools, accelerators, frameworks, and methodologies to enable process transformation, data automation, content conversion, and customized integration for your new HR HCM solution. This would certainly provide your enterprise unparalleled advantage. 






November 23, 2016

Cloud HR solutions: Merging technology with HR

Posted on behalf of of Marco Dias - Associate Partner, Infosys Consulting and Ines Corte-Real - Principal, Infosys Consulting

In our previous blog, we had spoken about HR best practices that can help HR act as a business driver. In this blog, we discuss about what an enterprise needs to do to revamp its HR function. 

To keep pace with rapid change, human resource (HR) departments are witnessing a significant shift in priorities. Thanks to the influx of new technology trends such as cloud, social and mobile, HR needs to be aware of how users behave and stay on top of the latest trends in the market. For instance, user delight through better user experience and next-gen self service are the new passwords to ensuring higher adoption. Taps have replaced clicks as mobile devices - not desktops or laptops - emerge as the platform of choice for dynamic talent capture through video and social channels. 



Technology too is impacting how the enterprise behaves. Sophisticated assessment capabilities along with big data are disrupting established ways of testing and sourcing talent. Real-time HR analytics and big data provide instant and relevant insights about HR candidates. Additionally, the standardization of HR vendor-provided middleware and the fusion of talent management with ERP present a unique opportunity to transform the underlying technology for HR.  

I believe it is important to keep some considerations in mind when embarking on a journey to transform HR.

Today, there are several cloud-based HR products available in the market. Being end-to-end solutions, most of these allow you to host core HR processes as well as talent management systems. Not all of them are the same, however, and it pays to tread with caution in order to choose the right product for your enterprise. Before such a migration, I recommend evaluating what the new system can do by asking some key questions:

  1. Does the system support 'glocalization' as well as end-to-end talent management?
  2. Can it correlate data across all enterprise systems, leverage analytics to support decision-making and encourage global collaboration?
  3. Is the system adaptable, flexible and usable by all?
After this, you must consider the challenges of organizational change management (OCM) brought on by the new solution such as:

  • New ways of working - Shifting from traditional ways to agile and DevOps means adopting new and out-of-the-box processes that increase flexibility and radically change the way people work
  • Changing roles and responsibilities - Focus on configuring rather than development offers better support, training, ownership clarity, and vendor management 
  • Cloud-related challenges - Besides raising awareness within the organization on how cloud works, HR will need to streamline technology and business interactions, ensure on-cloud data security, and enable new operating models and IT re-design
An implementation roadmap that addresses these questions and challenges can help you find the right cloud-based HR solution to make your human resource organization more impactful and deliver higher business value in the digital age.

November 22, 2016

Breathing skill into enterprise human resources

Posted on behalf of of Marco Dias - Associate Partner, Infosys Consulting and Ines Corte-Real - Principal, Infosys Consulting

Business environments today are in a state of constant churn. Social, mobile and digital technologies are disrupting traditional models while extreme automation dulls the hitherto sharp business edge of most enterprises. In their scramble to become more agile, nimble and responsive, businesses want to re-invent themselves by re-defining how they work and what sets them apart.

As enterprises race against time, discussing the concept of best practices and how they impart value may appear to be an academic exercise. I believe nothing could be farther from the truth as the value of an authentic best practice comes from its ability to deliver proven outcomes. 
Too often, we hear 'best practice' being tossed around like a buzzword when it comes to strategies, production, etc. But, what does it actually mean? As I see it, a best practice is a procedure that, when used correctly, produces the most effective and successful results. Over time, these procedures may even rise to become benchmarks of quality. 

As the primary controller of talent that can either make or break an organization, HR plays a crucial, yet undervalued, role in a the success of an enterprise. Today, amidst an ever-evolving business landscape, organizations want to make their HR function more impactful and engaging by infusing new vitality into it. Here, best practices are the key to unlocking value and setting HR on the path to excellence. For instance, best practices can promote the transition of HR from mere administrative tasks to activities that actually digitize the organization and empower the workforce to succeed in a dynamic business environment.

HR best practices can range from managing talent-related tasks to optimizing the core business of HR. Whatever the case, it is these best practices that can empower an organization to create a workforce that is skilled, motivated and effective. 

Infosys Consulting helps clients uncover and recognize the value of best practices in HR. Here, the approach is one of integration: on its own, best practices cannot add value. They need to be paired, retro-fitted and customized according to the expectations, culture, products and services, and business strategies of each organization.

I recommend taking a look at our one-stop best practice toolbox for HR that is customizable to each client and industry. Created using a holistic approach, these HR best practices recognize what makes your organization unique and helps you:
  • Uncover live trends and latest literature on HR
  • Leverage experience from our previous engagements
  • Create a global, aligned and standardized HR strategy 
  • Build awareness and compliance with legal requirements
  • Discover the right system to manage and operationalize your HR organization
  • Link and integrate HR processes and modules
  • Create and effect organizational change management (OCM) from within
Most importantly, process re-design and technology upgrades go hand-in-hand. As these are inextricably interconnected, you must carefully consider how each is impacted when considering any type of transformation. For example, any process re-design should consider how existing and/or future systems operate while any new technology implementation should begin with sanitizing and re-designing processes. 

With strong collaboration, enterprises can empower their HR functions to proactively contribute to the bottom line and drive better employee engagement organization-wide.


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