By David Braithwaite – Head of Technical Services.
In the final blog of the series, David Braithwaite Head of Technical Services at EPI-USE, explains the important factors every organisation should take into consideration when planning investment in HCM software. Part 3 – Other Considerations.
The previous 2 blogs have explored the issues faced by organisations when choosing the systems for successful HCM strategies, as well as how to solve these via HCM technology. Other key points to consider include:
- User Experience (UX)
It’s likely that almost every employee at your organisation uses some form of consumer IT in their personal life, and has come to expect a certain level of user experience with all software. This is a double-edged sword; on the one hand you have a skilled user base that wants to engage in this efficient and cost-effective manner, on the other hand if your software isn’t attractive, convenient and intuitive you’ll have problems with training costs, system credibility and user adoption.
You also need to consider whether your solution needs to be consumed through tablet computers / smartphones, since this has an impact on the available choices. If you do need mobile access, your organisation needs to decide whether to allow a “Bring Your Own Device” (BYOD) policy. This is popular with users and can save on hardware costs, but has security ramifications that need to be addressed.
Typically, cloud solutions offer a superior UX to on-premise solutions, and since upgrades are included in the subscription, your solution will keep pace with future UX developments without the need for future reimplementation.
- Existing Technology
Your existing technology landscape will have a significant bearing on the choice you make, and you need to ensure that your decision makes sense within that context. If you already have on-premise solutions that are delivering a sound return on investment, it makes sense to leave those in place, and focus your attention on systems to complement your existing setup; a “rip-and-replace” approach is not always the best approach. For example if you already run SAP Core HR and Payroll on-premise, it would be worth assessing the cloud Talent Management modules in the SuccessFactors suite, which can be easily integrated with on-premise SAP functionality.
Typically cloud solutions are priced on a subscription basis rather than a traditional on-premise licensing model. You will also have to factor in the price of the implementation, which will include an implementation partner, plus time from experienced in-house resource, along with any necessary backfill for their existing roles. Your implementation partner will be able to provide estimates of what these implementation costs are likely to be once you have decided on your scope.
In summary, choose carefully! The shift to cloud computing represents a once-in-a-generation opportunity for your organisation to simplify your technology landscape, reduce operating costs and gain competitive edge, while benefitting from increased productivity through state-of-the-art user interfaces designed from the ground up with mobile workers in mind. While not all organisations will be ready for the change in the short term, this cloud is here to stay, so it’s definitely worth considering all your options, and seriously considering how your HCM systems strategy fits in with your overarching corporate vision.
I hope the above has given a good overview of things to keep in mind when considering your HCM strategy.You can take a look at parts 1 and 2 here.
If you have any questions related to anything mentioned in the article, or HCM systems in general, please feel free to contact us.