Industrial Conglomerate Builds an HR System, Decreasing Payroll Processing Time by 65%
Human resources (HR) and information technology (IT) decision-makers in today's fast-paced world face the daunting task of either replacing or improving existing HR systems. New competitors, shifting employee preferences, and global unpredictability all serve to complicate this decision further. Yet, Gartner HR Leaders Magazine reports that although spending on HR technology R&D is on the rise, only 20% of HR technology leaders believe they've optimized their systems, pointing to a massive opportunity for improvement.
In this blog, we delve into the nuances of HR system improvements, uncover new use cases for existing digital assets, and think outside the box to reimagine HR problems and opportunities.
The Evolving Workplace
Generative AI and machine learning (ML) are driving the future of work, marking a significant shift from traditional workplace models. A rise in remote, hybrid, and other flexible working arrangements is demanding a reevaluation of HR systems and processes. Blending artificial intelligence seamlessly with human capabilities is part of this new reality because it can enhance employee engagement, enable flexible schedules, and support modern design aesthetics. As a result of this evolving nature of work, businesses now prioritize agility, adaptability, and collaboration.
The pressure is on organizations not only to deliver on employee value propositions with technology but also to cater to the expectations that this technology should look, feel, and behave like consumer tech. Therefore, a blueprint for the future workplace focuses on collaboration, productivity, connectivity, and social interactions.
Although a complete HR system overhaul might seem to be the best option for meeting the needs of the modern workplace, this is not always the case. For one, HR budget allocations that focus on strategic utilization for system efficiency and effectiveness might not allow a major system investment. Instead, modernizing and optimizing what already exists offers a swift and cost-effective means to derive business value.
The Prevailing Issue: One-Size-Fits-All HR Systems
One of the biggest problems with many modern HR systems is their inflexibility and inability to adapt to changing circumstances. These monolithic ERPs, reminiscent of the 1990s, were built with stability in mind, not agility. The result is a plethora of out-of-the-box HR systems with:
- Standard processes
- Fixed structures
- Limited personalization
- Rigid post-implementation structures
- Ties to a strict vendor roadmap
- Locked data, hindering easy availability for other applications
- Troublesome integrations
As a result, organizations are considering new HR technology to replace these monoliths.
The Temptation of Shiny New HR Technology: The Allure of Implementation
There is no denying the allure of cutting-edge HR technology. All those shiny new bells and whistles and streamlined processes sound great, right? These new possibilities seem to be the panacea for current organizational challenges, ushering in a wave of enthusiasm and hope.
The Downside of Replacing: High Costs and Disruption
Along with appeal comes risk. The time and effort put into implementing new human resources systems can be substantial. Licensing, customization, business disruption, and infrastructure costs can add up quickly. Not to mention data migration, which can be a logistical nightmare, and training employees can be time-consuming and costly. It's essential to approach such transitions with a healthy dose of realism, understanding that the implementation process is rarely ever seamless.
Extending and Improving: Maximizing the Potential of Existing HR Technology
Improving existing HR systems is a less well-known option that offers promise without the hassle. The difficulties of implementing a brand new system can be avoided if businesses instead make strategic enhancements to their existing infrastructure.
This approach offers:
- Customized solutions that align with specific organizational needs
- Incremental upgrades that allow scalability
- Financial savings by reallocating funds to other vital areas
Agile, Flexible, and Innovative: Introducing OutSystems Ready
Unlock the potential of your HR systems with OutSystems and unleash the hidden gems that help you extract maximum value from your HR system. This high-performance low-code platform promotes rapid development by tailoring solutions in UI/UX and business logic that seamlessly integrate with your existing technology.
How Can OutSystems Revitalize Your HR Systems?
Here are a few OutSystems use cases to inspire your HR creativity:
- All-in-one onboarding application: One app streamlines the new hire process by automating requests for devices and access, scheduling introductory meetings, assigning mentors, and providing crucial training materials.
- Digital concierge: A built-in service that promptly assists employees. Whether it's payroll queries or a quick feedback system for reporting broken items, the digital concierge is there.
- Mergers and acquisitions: These tools facilitate a smoother transition during company mergers, such as culture integration, process harmonization, and efficient knowledge transfer.
- Wellbeing, health, and safety: These applications address instant incident reporting, updated training modules, and wellness resources tailored to both on-site and remote employees.
- Temporary staff app: Solutions that provide clear role definitions, rapid onboarding tools, and valuable feedback help streamline processes for temporary hires.
- Remote teams: Tools for time zone management, virtual team building, and equal resource access ensure seamless operations for remote teams.
- Knowledge portal: A knowledge base helps you stay updated with instant organizational changes, establish a transparent feedback loop, and ensure document version control.
Why Choose OutSystems for Your HR Needs?
Experience the flexibility and agility of an HR system that doesn’t require a complete overhaul. OutSystems promises speed to market, delivering solutions and creating moments that matter in mere weeks, all while being cost-effective and adaptable. With the OutSystems low-code platform, you can modernize the employee journey and foster collaboration.
Dive into a platform that layers atop your existing technology and provides a rich library of innovations for a competitive edge. Design a unique, adaptable digital employee experience using pre-built features or customize according to your needs with modular HR technology that embraces the Composition HR Applications Framework (CHAF).
Modular HR Technology: Embracing CHAF with the OutSystems Composite App Strategy
Identified by Gartner in 2021, CHAF represents a serious step forward for human resources software. Because it promotes modular, flexible HR systems, the OutSystems platform easily supports CHAF. With its emphasis on building composable architecture with composite apps that act like versatile building blocks, OutSystems embodies the ethos of CHAF, pushing HR information systems (HRIS) towards a dynamic and adaptable future.
The Building Block Approach with OutSystems at its Heart
Visualize HR systems as elaborate structures. Traditional solutions are monolithic skyscrapers—imposing but inflexible. By contrast, the CHAF strategy, as enhanced by OutSystems and BaseLinked, delivers blocks or app modules that can be easily reshaped or rearranged as needed. OutSystems ensures these blocks are functional and agile, keeping in step with the ever-changing needs of the modern workplace.
The Awakening Realization and the Pioneering Role of OutSystems
While heavyweights like Workday, Ceridian, SAP, and Oracle have shaped the HR tech space, they now face a changing tide. Employees and business leaders are no longer satisfied with “out-of-the-box" solutions. They crave agility and customization to anticipate volatility and uncertainty. OutSystems low-code, with its composite app approach, offers precisely that. It's not about building rigid systems of record anymore; it's about creating digital ecosystems that can be reshaped as easily as lego block structures. OutSystems is not just part of this new narrative—it's spearheading it.
CHAF is more than a strategy—it's a vision of agility, adaptability, and resilience. And with OutSystems leading the way with its low-code application development platform, businesses can seamlessly transition into this new era. Having an HR system that functions well today is important, but so is one that can adapt to new circumstances in the future. Instead of simply riding the tide of change, OutSystems and BaseLinked are helping shape it.
Conclusion: Striking the Right Balance in HR Technology
Navigating the evolving world of HR technology demands a well-calibrated approach. By striking a balance between improving existing systems and implementing new solutions, your organization can optimize results.
The starting point?
A deep dive into your organization's needs, measuring them against the capabilities of current systems. Employing tools such as the MoScoW analysis and design thinking, with all stakeholders onboard, can chart a clear path forward.
It's crucial to understand the importance of enhancing and optimizing what’s already in place instead of immediately seeking replacements. This not only conserves resources but also capitalizes on established knowledge and foundations.
For those at the decision-making crossroads, platforms like OutSystems and forward-thinking strategies like CHAF emerge as game changers. They embody adaptability and resilience, which are essential in today's dynamic work environment.
HR and IT decision-makers would do well to pause, take stock, and adjust accordingly before moving forward with their HR system roadmap. Embrace the journey, equip yourself with the right tools, and forge a future-proof path for your organization
Your Next Step
Marcus Dasilva is the Managing Partner and Head of HR Technology at BaseLinked, which means he is instrumental in assisting organizations on their journeys to digital HR. With a solid background spanning 25 years, he is an acknowledged HR technology expert, having occupied various roles such as programmer, engineer, consultant, HR solution architect, Project Manager, and Program Director. At the heart of his expertise is his grasp of system architecture, ranging from data management, integration, and automation to cutting-edge analytics and AI.See All Posts From this author