In the current business landscape flooded by innovative and disruptive technologies, HR transformation has become synonymous with a dynamic digital transformation. This is evident from the fact that the HR tech market is expected to grow from $23.32 billion in 2021 to $38.36 billion in 2030, with up to 55% of firms predicted to have solutions that will support them with daily suggestions and workforce insights based on AI and ML within the next 10 years.  

As organisations scale operations and work with a distributed workforce, HR tech plays a key role in building bridges and strengthening teams. More important, it helps develop agility and in crafting future-proofing strategies that are backed by data.

With a vast majority (96%) of HR leaders seeing the role of HR moving away from being just a service provider towards focusing more on being employee experience designers, change agents and talent developers, HR transformation helmed by strategic investment in HCM systems is becoming a stepping stone in the organisation's larger digital transformation journey. But with only 25% of organisations having a clearly defined HR transformation agenda, its implementation and impact can have their fair share of challenges. 

Critical questions to answer before accelerating HR transformation

There is no doubt that cloud-based HCM systems can offer a host of benefits, from compliance to a captivating EVP, but realising these benefits calls for asking important questions about selection, implementation and measuring the impact of your new platform. To achieve organisational success and growth, the very foundation of HR transformation needs to be strengthened. Here’s what organisations need to look out for: 

Does my HCM system meet my organisation’s unique needs?

Time and again we’ve heard that a one-size-fits-all approach doesn’t work, and this rings even more true for organisations accelerating their HR transformation journey. It’s not enough to just select a platform with the best-in-class features and functions, what’s important is to align it with stakeholder needs and future outlook. Only then will the change management process be smoother, and there will be greater interest by all parties to strengthen and scale digital adoption across all sections of the workforce. 

Is the HCM user interface automated and intuitive?

Studies have shown that employees leave organisations for lack of career progression, a challenging culture, and also disruptive workflows. Technology nevertheless plays a critical role in improving the employee experience touchpoints and curating more seamless workflows, but it all boils down to its rollout and its end-user experience. Too many tools and systems can make it challenging to carry out daily tasks, and what employees really seek is an HCM system that is integrative, accessible and reduces manual intervention to a large extent. 

Does it offer insights that can equally support people strategies and business decisions?

Today, data-driven insights form the bedrock of agile and future-ready organisations. From increasing talent retention to strategic decision-making, the right data on the organisation’s history and predictive future analysis will be critical. A singular dashboard that records all relevant insights and streamlines them with clarity and precision will be a powerful tool for the organisation’s growth strategy in a holistic fashion. 

Does it strengthen a robust and secure data culture?

Talking about data-driven insights, one cannot deny the rising importance of a data culture at the workplace and, simultaneously, the rising concerns around cybersecurity. With HCM systems recording a host of numbers around your employees' daily operations, which feeds into the larger past and predictive analyses of an organisation’s hiring needs, skill gap analysis, payroll and more, it’s imperative that we have detailed knowledge about the security infrastructure of the system. 

Does it support scalability and flexibility?

Expanding into new geographies and supporting a globally distributed workforce are two key priorities for organisations moving forward. Any system implemented must account for the scalability of operations as the organisation grows and also champion flexibility as employees increasingly want to make their own decisions about where and when they work. Any HR transformation project is implemented with the vision to support organisations for a futuristic growth strategy, and HCM systems must allow for these two vital elements to truly move in that direction. 

From transactional to transformative: The Akrivia HCM way 

As organisations deliberate on these questions and curate a customised checklist for themselves, Akrivia HCM is one partner of choice that can support you in global expansion with features for exhaustive configurations, accessibility, real-time collaboration, and so much more. From automating administrative functions like payroll, timekeeping, employee record keeping, and the maintenance of policies, rules and compliances to giving critical insights for workforce management, its core HR functions are key to building a winning workplace. 

Having built its presence in more than 15 countries, with 96% happy users, it has partnered with leading brands such as McDonald’s, Mitsubishi Electric, Metro Brands and Emirates Driving Company, to name a few. 

Akrivia HCM prioritises employee experience by creating positive touch points that offer a win-win scenario for both the workforce and the organisation by empowering the HR function and employees to manage ‘HR on-the-go’ under a single, intuitive dashboard. This platform creates room for business growth and strategic decision-making by ensuring seamless integration, optimisation and synchronisation. All of these are key ingredients for leading HR transformation at scale and leading your organisation to new heights. Winning in the future of work is all about winning with the right HR Tech investment. If you want to learn more about Akrivia HCM, schedule a demo today.