75% of all ERP or digitalization implementations fail, says a study by Gartner. “The main reason for that is because companies don’t have defined goals,” says Prakash Rao, Founding member, and Vice President – HCM.
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If companies want to make the most of their investments, they need to define systematic steps. They need to: 1) Define specific goals, 2) Identify plausible timelines and 3) Ensure stakeholder readiness. Speaking on a webinar on this topic, Sriram V, CHRO, BankBazaar.com spoke about the benefits of following a step-by-step HR roadmap. Here are a few key takeaways.
Build up to the change- Aim at small wins
The first step in Bank Bazaar's journey was to identify a key priority area. The company faced challenges in administering payroll due to the spread of functional teams and different payroll structures. Since there were a number of queries on the payroll, that’s where the company first began their digital HR journey.
The HR team worked with finance, IT, and audit teams to get their buy-in. The idea was to onboard a technology that would break silos and would use the collective intelligence and experience of all employees and line managers from all functions.
As a first step, the current processes were documented. This was followed by creating awareness among employees. By ensuring that all employees were aware of the first module and had hands-on experience on the digitalized payroll platform, this exercise helped build the confidence in the system.
Next, the team addressed the leave process and reimbursements by 1) Defining objectives, 2) Building functionalities with the right stakeholders, and 3) Integrating them with the overall HR digital roadmap. Open dialogue with the implementation teams helped the leaders to identify realistic timelines. As the confidence of employees in the HR system continued to go up, they started using the systems, and proactively gave suggestions.
Taking HR enablement a step ahead
Whether it was hiring, appraisals, or records management, HR started replacing manual processes. The need was to connect all HR processes over a period of time.
Bank Bazaar enhanced employee-access by giving their employees a mobile-based app. An HRIS solution was introduced to host policies, retain employee records, and monitor workflows. Using PeopleStrong HRIS, employee dashboards were made available at the click of a button. This empowered the line managers, who then started propagating HR tools.
Enabling a location-agnostic integration
The final goal was the integration of employees and managers together despite locational difference and connecting HR teams.
An online, integrated onboarding module enabled new employees to submit documents, raise clarifications, and to understand the organization. By the time an employee joined the company, all paperwork would have been completed and validated. The pre-boarding system would allocate a buddy, and prepare the buddy to receive the new employee beforehand.
Every employee was now fully informed and every part of the organization well equipped. This approach to HR digitization helped empower employees by making them self-sufficient. A systematic phased out approach and an emphasis on employee awareness was the key to help build confidence in HR.
How to overcome challenges
A digital HR journey is not without challenges. It requires a considerable bandwidth of team members and has a potential to impact the organization’s overall productivity.
It is not a mere process-makeover, HR leaders must be sensitive to the fact that it entails a huge change, and employees must be hand-held throughout this change.
Bank Bazaar moved away from a multiple entity-based, distributed workforce systems. Even as HR processes get integrated, a common purpose was critical to binds everyone- The mantra in Bank Bazaar’s case was to ‘Simplify Worklife’. This made HR available to do high-end work such as training, competency development etc., to create a better engaged, and happy workforce.