Dwight D. Eisenhower said, “In preparing for battle I have always found that plans are useless, but planning is indispensable. “
I meet with clients of all sizes and they all have one thing in common: most have no formal plan to meet the gaps in their current HR delivery, including HRMS technology. That isn’t to say they aren’t aware of the issues that need addressing to meet the business objectives.
A well-documented HR strategy that meets the broader business needs will focus on the most important issues facing the organization. Historically, many employers have built a “best-of-breed” approach to their environment, often at the expense of integrating processes such as performance management and compensation.
A solid road-map will analyze the business strategy and how to align human capital to company growth and objectives. Do you have the right foundation system to feed the strategic platforms for talent management? Does your system incorporate mobile, social and predictive analytics? Do you know your high performers and if they are engaged? Are the competencies aligned with your enterprise contributors and recruiting strategy? Is your on-premise or home-grown system so customized you cannot upgrade?
Answering many of these questions as well as evaluating and prioritizing each HR function will create a 3-5 year game plan. Think less about which platform is more true SaaS or the hottest trend and focus on the business objectives. Then, you can develop your ROI and hopefully move your initiative forward!