Bringing Human Resources into the 21st Century

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Digital technologies are radically impacting the manner in which employees and prospects connect and communicate with organizations, yet most organizations have not established digital processes to interact with them. Instead, human resources (HR) departments rely on traditional recruitment and branding techniques such as posting advertisements on traditional career websites.   So, how do you bring […]

Digital technologies are radically impacting the manner in which employees and prospects connect and communicate with organizations, yet most organizations have not established digital processes to interact with them. Instead, human resources (HR) departments rely on traditional recruitment and branding techniques such as posting advertisements on traditional career websites.
 
So, how do you bring HR into the 21st century? I tackled this complex subject during my presentation at Oracle OpenWorld. According to the Capgemini Consulting report “Using Digital Tools to Unlock HR’s True Potential,” there are four key actions HR leaders can take to ensure their digitization efforts are successful and deliver maximum benefits:
 
1.     Build Top-Management Consensus to Drive Digitization across HR Processes
The vision for digitization should be clearly aligned with the overall business goals of the organization so that HR is positioned for a more strategic role — that of a profit driver rather than an administrative cost center – and backed by a strong business case for technology investments.
 
2.     Upgrade to a Flexible, Interoperable IT Architecture
To roll out initiatives that cut across departments and geographies, HR needs IT systems that are interoperable. HR IT systems will need to support mobile and social media integration and, at the same time, be flexible enough to accommodate future technology advancements. The shift to a cloud-based model can address many of these requirements as cloud-based platforms are easily scalable and upgradable, can be managed centrally, and implemented at lower costs than a full-scale legacy upgrade.
 
3.     Deliver a Seamless Multichannel Experience
HR should use social and mobile platforms to build stronger relationships with employees as well as prospects. For the user, the experience of interacting with HR should be seamless across channels. Mobile websites and applications should be designed so they are easy to use and simplify the applicant’s access to information.
 
4.     Use Data to Drive Decision Making
A shift to a data-driven approach to decision making is a crucial element of digitization that HR needs to address. Data should be used across all HR processes — including recruitment, learning and development, and performance management. This will enable HR to prioritize its investments and develop targeted programs. By not digitizing fast enough, organizations risk being left out in the race to attract and retain the best talent.
 
Capgemini’s Oracle HCM Offerings
As I discussed in a recent interview with Oracle’s “Profit” magazine, Capgemini offers three solutions to help customers accelerate success and mitigate risk with their Oracle HCM investments:
 
1.     Capgemini’s Accelerated Solutions Environment® is a unique and collaborative way to help customers quickly gain organizational consensus across IT and HR by aligning objectives and building the right business case and custom roadmap to help achieve their business goals.
 
2.     Capgemini’s IMPACT (Integrated Method for Proven, Accelerated Cloud Transformation) offering is an accelerated approach to implement Oracle HCM Cloud. IMPACT is a fixed-price, fixed-duration offering with prepackaged scope that helps customers quickly realize value.
 
3.     Capgemini has a well-established Upgrade Lab for Oracle’s PeopleSoft that provides a fixed scope and price offering to reduce risk and complexities.
 
To learn more about how to transform your HR processes with Oracle HCM Cloud and Digital Tools, feel free to contact me at mary.t.murphy@capgemini.com.
 
Mary Murphy is an Oracle HCM Practice Leader at Capgemini. 

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