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SmartSummary
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HCM (human capital management) performance and talent management
is the target of this discussion.
- Business performance and economic performance should be linked
together.
A major driver in the use of a strategic HCM environment is
to benchmark the organization’s profit, people and processes;
so that HR and operational plans are consistently monitored
to enhance performance and profit. Integrated self-service
access, work-flow, triggers, event processing and a portal should
all integrate with the review process, competency management
business processes, succession planning, and recruitment.
With a totally integrated system one comes closer to that reality,
and this is the direction the major software vendors and best-in-class
HR organizations are moving towards. The larger vendors
such as Oracle/PeopleSoft have been addressing the entire enterprise
with this strategy in mind.
With an integrated system, succession planning and recruiting
become proactive events, based on corporate business strategy,
market trends, the profile of a successful employee by demographic
needs. Also, being proactive, and having application
software guide you, you can meet the seasonal hiring demands
of a retail enterprise. The changing work force (e.g.,
the aging of baby boomers) is also a critical component of how
to leverage the employment market.
This is why I suggest first looking at the HCM strategic plan
along with the business operational plan (new stores, new products,
expansion, etc.). Then you can define your request for
information, and solicit written responses from the top vendors,
to map to your long term vision and the requirements for tomorrow.
Embedded knowledge (e.g., key performance indicators) should
be another requirement in selecting the software vendor.
Also important may be an open source architecture, how
you can share information across the enterprise, and the portals
the software vendor has provided in its system.
Then, of course, come the implementation issues — another critical
area of discussion before making a selection; time-lines, expectations,
and total cost-of-ownership (TCO). This includes the vendors’
pricing practices — site, seat or transaction pricing.
The ultimate destination is a dashboard that empower executives,
managers and the HR department to make quality decisions in
a rapid time frame. The dashboard and embedded knowledge
management components and work-flow empower them to make more
profitable decisions.
SmartAdvice
Keep it simple: evaluate Oracle/PeopleSoft and SuccessFactors.
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