A Leading Perspective

Pragmatic insights for the leader in you

You’re Lying To Yourself

“Reality denied comes back to haunt.”

Philip K. Dick

I find it quite ironic (dare I say moronic) that so many Human Resource leaders claim they don’t need a Human Capital Management (HCM) system in the same breath that they claim their staff are so incredibly busy doing data entry, that they have arduous reporting processes, that they don’t have reliable data, etc.

Oops, are you one of them?

Sorry, but methinks you’re lying to yourself.

It’s 2015 and high time you take another look at HCMs. Here’s why:

Single Application

I believe you are wasting time utilizing a recruiting application, an onboarding application, a health benefits application, a timekeeping application, a performance management application, etc. I don’t care if you’ve got the cream of the crop for all of those things – if you’re using separate applications, you’re wasting resources.

  • How many times does your staff enter the same employee information into separate databases?
  • How many times does data get entered inconsistently and, subsequently, your scheduled interfaces don’t match up?
  • Are you manually editing reports because data was entered wrong in one of the databases?

A single HCM application is a much better use of your resources.

 

Single Employee Record and Self-ServiceSlide1

I believe you probably have, on average, four different databases in which you are keeping employee records. I’m guessing you have one for applicant tracking, basic HRIS, timekeeping, and performance management. And, I’ll go further and guess you’re NOT using an application that has an employee self-service option. If I’m right, you need to maintain accurate employee data in all of those…meaning the moment your employee moves, changes his/her name or phone number, etc., you need to update those records. It’s a shame your data entry clerk doesn’t have a lot of vested interest in making sure the zip code is correct, but I can promise you the employee does!

  • How many times is your data incorrect?
  • Has your staff had to track down an employee to get updated information?
  • How much mail has gotten returned because something as simple as an address was incorrect?

A Single HCM application is a much better use of your resources.

 

Workflow

I know you’ve mastered the CYA when changes to an employee record are made. Admit it, you’ve got the ubiquitous Personnel Action Form! Change in job duties, you gotta record it. Change to emergency contact, you gotta record it. Change in supervisor, you gotta record it. Change to pay, you prolly gotta record that twice.

  • How many of these forms get printed and shuffled around?
  • How many of these forms require multiple signatures so they get floated around the office and collect dust in in-baskets while an employee record gets held up somewhere in the network?
  • How many of these forms ultimately get translated INCORRECTLY into your archaic spreadsheets or databases?

A single HCM application is a much better use of your resources.

 

Real-time data

I chuckle every time someone tells me they can get me “that data” in about a week because they need to update application X and application Y, then interface the two, clean up the data and then run a report after midnight. (I sometimes respond using my best Rod Serling imitation.)

  • Have you ever had to delay a decision or action because you didn’t have access to current data?
  • Do you do an approximation of data to “age” reports or otherwise bring them up to current time?
  • Do you have to manipulate a report from one applications to better reflect the same time duration of another application?

A single HCM application is a much better use of your resources.

 

One user experience

I will assume you have turnover in your HR staff and I know darn well you have turnover in your supervisory staff. That being said, I bet training everyone on how to use your HR applications is a pain in the butt.

  • wasting timeDid Susie understand how to use version 4.2 but can’t figure out version 5.7 because it looks different?
  • Is Jake unable to approve time-sheets correctly because someone forgot to give him appropriate access?
  • How many times does your HR staff have to double as “help desk” support because an employee can’t figure out how to do something online?

A Single HCM application is a much better use of your resources.

 

Business Intelligence

I bet you’re using a 3rd party to do your HR analytics. Long live Crystal Reports, right?  It’s too bad that the employee who was your Subject Matter Expert on Crystal Reports was promoted to management because she no longer has time to create specific reports for you.

  • How many times have you heard “we can’t get that from there” about your workforce data?
  • How long have you waited to get a report formatted?
  • Have you had to run multiple reports…just to manually create trends or historical “views” using another application?

A Single HCM application is a much better use of your resources.

 

So, I gotta ask…Am I wrong? Have I assumed too much? 

If I’m correct and you find yourself somewhere in the narrative above, please quit telling me you don’t have the money or the time to look at a quality HCM.

I’d much rather you be honest with me, your staff, your customers and yourself and admit you’re happy with the inefficient use of the limited (and perhaps decreasing) resources you do have.

 

Bottom LineChangeHCMHuman Capital ManagementHuman ResourcesLeadershipRole of HRValue

Heather Kinzie • April 29, 2015


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