We Conduct Customer/ Client Interviews Who Have Purchased HR Solution

Lorraine Luke, VP- Field HR & Training, RNDC
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Challenges in technology to meet enterprise needs in 2013 and expectations

Many of the core HR processes in the talent management cycle were administratively cumbersome and disconnected. With the investment in a strong talent management system; we were able to launch a very credible talent management program that integrated key processes, becoming visible to the Associate. From annual goal/objective setting; to performance reviews to talent assessments and individual development plans, linked to a learning management system; the message of “talent development” became more real to the Manager and the Associate. Additionally; moving from a pen and paper world to an online solution, resulted in a more effective administration process for all users that provided more quality time, for discussion versus the transaction.

Technology Trends Impacting Enterprise Business Environment

The reality is that technology advancements are making the world smaller, faster, and more transparent. If employers fail to remain apace with these changes, they will lose out on good talent and best practices. Social media has impacted most of the workforce regardless of generation, gender, and ethnicity or culture which; has become the preferred style of communication. Being able to communicate to your workforce and potential workforce through social media is critical in employee engagement. As such; how to use social media as an employer is a very relevant trend now; and in the future in terms of differentiation and success.

  We conduct customer/client interviews with those companies who have already purchased the HR solution 

My roles and responsibilities as a CHRO

The biggest change over the past couple years in the top HR role has been educating more senior leaders, on the true value of human capital. The value is realized in strong and consistent HR practices that benefit the organization and ultimately create a culture of engaged and highly-productive associates. As a result; we have moved away from more traditional HR programs that were route to more strategic and relevant human capital practices, benefitting both the associate and the company.

Lessons learned and advice for fellow HR executives

The most important lessons I have learned in the area of HR a solution that drive HR processes, is to conduct exhaustive research on the topic. Once you have researched the topic; which generally will provide market insights into the best solutions, narrow the search down to four or five solution providers, who have a good reputation for their products and services. From there; you have to determine if the solution can meet multiple needs, both short and long-term. Vendor meetings are important and depending on the relationship connection to the vendor, it may narrow the group down, which narrows down to the top two providers. We conduct customer client interviews with those companies who have purchased the HR solution; going in depth with them about the implementation process. Of their HR solution that allows you to determine a good match to your business needs and their  HR Solution.

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