Human Resources Management Software: A revolutionary Employment Landscape to Future

Emerging from recession and looking towards 2020, the future of Human Resources Management (HRM) seems uncertain and is likely to be influenced by the pace of recovery. However, the future role of IT in HRM may perhaps be easier to predict. Recent studies highlight a growing trend towards cloud-based human resource management software, accessed via corporate intranet13. Many large organizations are investing in such services and the effects will be felt for many years to come, yet these investments are often made in the absence of a clear strategy. Research points to a lack of theoretical frameworks in the deployment of HRM software, suggesting poor strategic alignment. The adoption of HRM software is frequently HR-driven and motivated by ‘dissatisfaction avoidance; that is, the desire to avoid frustration and complaints from employees with HR service delivery, rather than business strategy. Also, according to a research report by the insight partners, major players in the human resource management software market have mainly been focusing over product enhancements by implementing advanced technologies.

Below are a few HR tech that are expected to impel the HRM software market in 2020:  

Enhancing recruiting experiences

The entire recruitment lifecycle is becoming digitized, from resumes, aptitude tests, face-to-face interviews. Today, recruitment managers can easily give it shot to check whether the candidate hold genuine experience or a fake one. The most major development seen in the field is the improvements in candidate platforms, pathmotions: tools which allows flexible connections and conversations between employees and outside talent. 

Quality Practices of HRM

Customized and expensive early generation HR systems are being replaced with standard cloud-based services, accessed under license from giant software suppliers like Oracle. For several organizations, the benefits of cloud-based systems are clear; state-of-the art service delivery at an inexpensive cost, maintained by third party experts. An unexplored consequence of this is often the forced adoption of systems-driven ‘best practice’ HRM, rather than a ‘best fit’ approach as advocated in HRM theory. New HRM software is standard and sometimes requires organizations to re-engineer HR processes around them. For instance, a UK-based global telecommunications company recently deployed an Oracle Fusion HRM software system across its world-wide operations, replacing various heavily customized versions of an earlier e-PeopleSoft system. Extensive process changes were required and thus the functionality of the new HRM software became less than its predecessor, raising questions on its alignment with other systems and its acceptability to users.   

Reversal of Outsourcing

Simplified self-service HRM software with dynamic approval routing is reducing demand for large HR service centers. Earlier outsourcing models, using third party providers in low-cost locations for high-volume delivery, are rapidly becoming obsolete. New cloud-based HRM software offers automated services which were previously delivered by HR services centers, providing real-time data for smaller services centers to manage remaining HR transactions. Recently, a UK-based global telecommunications and broadcast company invested in cloud-based systems to reduce HR delivery volumes by its service centers. This allowed their return to the UK from locations in Eastern Europe and India. Interestingly, the corporate is now considering using its cloud-based capabilities for revenue generation, by promoting managed HR services to other organizations. As these brief case studies illustrate, it's likely to possess a profound influence on HRM in 2020. It’ll enable smaller, specialist HR functions to supply strategic services and demonstrate a return on investment. It's going to also allow successful HR departments to sell managed services for profit.

Specialized HRM Departments

New HRM software provides self-service for users, reducing, or eliminating, the necessity for HR staff in basic service delivery. Its introduction has augmented a trend towards smaller departments of Human Resource, offering expert business partnering services contributing towards business strategy. The power of HRM software to get a wealth of real-time data supports these new strategic activities. More and more of HR’s time is being spent during a service broker or contract manager role, mediating between internal customers and external providers. Evidence in the marketplace suggests that a well-planned HRM software investment can fully recover costs in 18-24 months. 

HR is at a crossroads. Many of the leading successful HR professionals are strong managers in other disciplines, and you simply don’t need to come through HR to be great HR manager.