Top Six Reasons to Change your Human Capital Management (HCM) Solution
As the IT industry continues to consider creative approaches to enhance HCM and the employee experience, many HR departments find themselves on the front lines of a battle they aren’t sufficiently equipped to fight. For organizations still struggling through manual HR processes, human capital management (HCM) solutions are becoming increasingly important weapons in an arsenal aimed at collecting better data for more accurate and timely decisions, finding and retaining top talent, nurturing and retaining talent, and providing end users and employees with the best experiences. HR leaders are finding that their current systems just aren’t effective to achieve these goals. Which of the following scenarios describes the challenges you’re currently facing?
Operating in a Silo
Siloed legacy systems contain basic HR information but fall short of providing data critical to effective talent management. Strategic HCM leaders need solutions that provide all the necessary tools to help organizations make faster and more informed business decisions. Built-in analytics are now necessary tools that help HR departments identify flight risks, profile skillsets, organize training, and align talent with organizational goals.
Overwhelmed with Manual Processes
While most HR departments are overwhelmed, many still execute day-to-day processes manually, adding to backlog and end user dissatisfaction. Effective HCM solutions deliver the ability to replace manual paperwork functions with automated, low-touch employee self-service processes that are critical to freeing up valuable department resources. HR professionals can then turn their attention to higher-value processes which lead to time and money savings.
Low to No Data Integrity
Some legacy HCM solutions lack an environment that ensures the integrity and security of an organization’s data. An effective Cloud HCM solution provides multilayered security featuring scalability and performance enhancement components designed to better protect company, customer, and employee data. Employees need to know their information and data are secure, especially in today’s breach-heavy environment.
Outdated Recruitment Storefront
A company’s career site is the equivalent of a recruitment storefront. It is the first line of contact with your targeted audience and a key first-impression opportunity for steering the best talent through the front door. Today’s potential candidates operate in a consumer world that is exceedingly driven by advanced technologies, and their expectations extend to the workplace. Employees want to work for a company that is driven by modern technology. Review your career page; does it align with organizational branding? Does it entice next steps from your candidates? Arguably, the employee experience starts here. If your talent acquisition solution is not connected to your HCM solution or is lacking the tools you need for a successful talent acquisition strategy, it’s time to replace it.
Getting on Board
To sustain the long-term goals of an organization, successful recruitment includes much more than just compensation. Today’s onboarding process can comprise a whole range of steps, tasks, and drivers for getting new hires up and running, and new employees want those processes to be modern, mobile, and easy-to-use. Candidates want to take charge and be able to do things easily on their phones, leaving the paper trail far behind in lieu of a seamless, candidate-centric recruitment process.
HCM & Payroll
For some organizations, payroll is a part of HR while others consider this to be a finance function. Regardless of organizational structure, it is critical that your HCM solution “talks” to your payroll solution. Without a fully integrated HCM and payroll solution, organizations face a higher rate of payroll leakage, errors, redundant processes, and manual work. If your HCM and payroll solutions are not seamlessly integrated, this may be a primary driver for considering a new solution that encompasses both.
The Proof is in the Pudding
From branding and recruitment to retention and succession planning, successful companies take a wholistic and combined approach to their HCM and payroll needs. Many organizations view their HCM technology as a gateway to the digital transformation for the entire company for greater efficiency, lower costs, improved productivity, and an increased employee experience.
Alithya is a leader in HCM with numerous clients leveraging our seasoned HCM and enterprise resource planning (ERP) teams to transform their organizations through consulting and implementation of new technology that supports current and future business drivers and goals for transformation.
Speak to our Alithya professionals today about the benefits of moving your on-premises HR systems to Oracle Cloud HCM and prepare to unlock the power of tomorrow and beyond.
Oracle Cloud HCM fits like a glove with Oracle’s full suite of ERP and enterprise performance management (EPM) products, resulting in a toolbox of seamlessly integrated solutions. It delivers an adaptable and flexible solution that eliminates silos, enabling HR departments to be more agile, efficient, and transparent. Oracle Cloud HCM enables management of the entire employee lifecycle across multiple department platforms, providing organizations with a global view of HR functions. Additionally, Oracle Cloud HCM is designed for the world and can be tailored to the specific needs of more than 200 jurisdictions in more than 25 languages