Those organisations that have the best strategy and the premium technology are going to win the majority of battles, but many will fall short because they aren’t prepared to a competitive level; we see the same failings all the time.
Here are just some of the shortcomings of organisations lacking a modern HR technology infrastructure:1. Pointless attrition
Hiring and developing replacements is very expensive, yet many companies have people leaving unnecessarily – we know of organizations with more than 25 per cent attrition. Poor HR systems are a contributory factor to weaker employee engagement and lower retention. A good example of this, and sadly a true story, is of the employee and senior manager, who filled in three forms to change his bank account details to receive his salary, only to find that it had not been updated by payday. This is not helpful to retaining good people.
2. Recruitment mismanagement
Many organisations have manual systems to manage recruitment and onboarding that offers very few checks and balances; often people are expending time, effort and money finding the perfect candidate, only to discover that someone else in the organization has already talked to them. This is unprofessional and costly in a world where technology can track the talent. There are also many instances where CVs have been submitted but are lost in the system when the time is right to make contact again. This example of organizations losing track of talent is inherent in many businesses that we speak to.3. Wasteful HR administration
Recruitment systems, even expensive, ‘integrated’ solutions such as Oracle Fusion, are often not integrated with the core HR system; resulting in information needing to be double-keyed once someone is hired. This is all time where HR’s own human resources are being wasted. In a world where we are all used to keeping our own details updated online, centralized and secure storage of details in the cloud should be a core expectation and capability.Share this story