Top Barriers Of HCM Adoption Every Business Needs To Tackle

Top Barriers Of HCM Adoption Every Business Needs To Tackle

Human resource management is the old and gone concept, where as Human Capital Management is the new-fangled concept which is exploring widely. The work of HCM is far beyond the HR staffing and quantifying the value and importance of employees. As per the survey performed by Gartner, the whole work of HCM includes recruitment, onboarding employees, retention of employees and more such.

Employees are considered as the heart of any organization and Human Capital Management software takes full care of all the employees. Also, HCM is responsible for bringing the best possible outcome from the employees on the table. Managing the whole work of an organization is a critical task but it can be managed without many efforts by adopting the HCM software.

Here are some highlights of top barriers of HCM adoption that every business is facing –

1.Integration with different systems or solutions

Integrating the HCM software with other system or solution is one of the complex tasks or we can say a big barrier that any organization faces. For executing HCM software successfully, it is essential to handle everything appropriately like from recruitment to payroll, or management and resource planning, all such things require smooth and accurate coordination to occur systematically.

2. Lack of clarity

You might be aware of the working of disparate tools which is a big barrier that affects human capital software and also there is no guarantee that the insider data is easily shareable, accessible, or even visible to the responsible stakeholders. This is one of the common barriers that every organization faces in the HCM adoption process.

3. Inconsistent data

Inconsistencies in the data occur while using human capital management software as when you are boarding the data in diverse apps it is inspected by diverse departments, and all the inconsistencies that occur inevitably. Depending upon a lot of people and applications it makes full surety in getting inconsistent data and more reliability that stops the HCM strategy to be more effective and successful.

4. A lot of human effort

The topmost problem identified by the HR professionals is that it requires a lot of human effort to manage the whole HR process. This issue was recognized when there was no involvement of HCM in any organization. Different team members were spending a lot of hours in combining the data which is stored on the disparate systems.

5. IT has captured software and not the HR department

The real challenge of the whole HR department lies in managing and executing different HR processes without any fluctuations under restricted points like time, technology, staff and finances. All these issues occur from various types of inconsistencies and misalignments between IT and HR.  HCM has defined rules for each and every employee of an organization like what ownership who should get over what type of applications. Usually, HR always want to have full access to some of the important apps and with HCM, it is possible.

Summary

As the technology is moving ahead, it is imperative to adopt the evolving trends in your organization. Human capital management software is designed for improving the internal working of an organization smoothly. There are some common barriers attached to the HCM adoption in any organization which can be resolved easily.

Driving End User Adoption of Cloud HCM Applications

Driving End User Adoption of Cloud HCM Applications

In today’s competitive era, it is important for every industry to walk with digital trends. In any company, the role of the HR department is highly complex and lengthy to manage manually. It will be easier for the HR department if they will adopt cloud HCM applications for managing their HR activities without many complexities. Human Capital Management (HCM) applications are designed to manage the overall functions of the HR department smoothly and hassle-free. The services of the Human Capital Management system covers planning, designing, advising, implementing strategies, processes and different solutions for the HR or HCM department and also for the operation and maintenance of all such apps.

The different functions of HCM software come under the below-defined categories –

  • Payroll Management
  • Administration Management
  • Onboarding Platform
  • Compliance Management
  • Maintenance of Employee Data
  • Talent Management
  • Retaining Employees

Higher user adoption will result in getting better solutions for both employees and the organization. The measurement of HCM application is calculated on the level of its user adoption achievement throughout an organization.

Below are some strategies which are defined for boosting user adoption levels-

  • Make A Transparent Communication Plan

Companies should involve in developing proper strategies for engaging and supporting the end users. Your potential customers should always keep informed and updated throughout their project phases. Also, you must define all the expectations of stakeholders in the implementation phase. Employees are always eager to know such information which is useful for them and HCM shows them every single information which is important for them.

  • Allow key stakeholder groups to access the application

Employees should have all the rights to assess the new HCM technology. It is the work of project leaders to provide different opinions and recommendations of key stakeholder groups because the whole technology will be totally valueless unless the level of user adoption is high. For example, if this technology will be applied for the factory employees then it will become an immediate need for their employees to understand this application and have all the ready access to the computers.

  • Keep the application attractive and easy to understand

The application should be designed in such a way that it should not require any type of investment by the company and must provide different training documents for all the employees to understand the whole application. All the aspects of the application should be clear for such users who are not logging into the application on a daily basis. Also, the application must have mobile functionality to allow employees to make the use of the app more conveniently. The cloud HCM technology has been expanded in recent years and consist of all the phenomenal mobile capabilities and features.

  • Create uncomplicated training documents

Implementation partners should provide easily understandable training documents for project members that will help to manage the application appropriately. Organizations should strive hard to develop clear company-specific documentation that will ultimately assist employees to make the effective use of the application. This whole process is highly beneficial for understanding the company’s overall HCM infrastructure.

  • Keep a record of user adoption and user satisfaction

By keeping a track record of user adoption and user satisfaction levels, you will be able to get a proper insight which can be shown in the training and development document. Knowing the number of user adoption levels, there are more opportunities to get feedback on the end-user satisfaction and are helpful for enhancing the system for handling different processes seamlessly for the manager, HR and employees.

Wrap Up

A systematic and well-defined user adoption strategy will positively affect the success of the system. The reason for driving end-user adoption of cloud HCM applications lies in defining the system appropriately with the help of training documents.

How to Make Employee Training Easy for HCM

How to Make Employee Training Easy for HCM

Human Capital Management (HCM) technology is a cloud-based-destination purposed to incorporate and facilitate people management demands including recruitment, emolument and managing employees. Searching for an integrated technology that can do the maximum possible required things related to human capital administration will reduce the chances of error and improve employee satisfaction.
To improve organizational performance, using an effective HCM solution plays a huge role because as the links between people and performance come into focus, organizations are likely to start appreciating the long-term value of investments in human capital solutions.
HR unit can get rid of the manual routines like excel maintenance and hassle of calculating the employee related data by automating their operational processes and make the work culture smooth.
Effective HCM solutions comprise of all the advanced features built into the system to combine performance and provide flexibility as your firm evolves. Ideal employee training should get through the learners effectively and reduce the administrative costs which in turn optimizes the company’s training revenue.

Most traditional HR metrics don’t predict organizational performance. Even the highly qualified HR face issues while drilling down the information and evidently this task is very challenging without a proper tool to help them with analysis and generating dynamic reports to suit management decision making.
Simplify how you educate & develop employee with a better HCM training solution by choosing from a variety of course delivery methods, such as instructor-led, on-demand, or webinar courses, assign pre-made compliance courses, in one simple interface. Tasks like leave request to approval and integrating with payroll and time and attendance all can be streamlined and automated. Connect with newly hired personnel more engagingly by reducing the amount of paperwork and get them seasoned like anything. Get your hands on that ONE sophisticated solution which will cover the complete employment life-cycle to evolve the employees and escalate business growth. Contact us to accelerate and maximize the training needs of your business and bring out the best in your employees by driving modern HR in your organization. Remember, the right solution will help to connect your firm with your people and create a significant start.

How Interactive Elearning Is Improving Employee Onboarding & Training

How Interactive Elearning Is Improving Employee Onboarding & Training

As your organization evolves, it needs to fulfill the employee learning needs, because, in the modern aspect of corporate education, eLearning isn’t just considerately leading us to a better future in terms of employee training and education. It’s cost-effective, determined to boost employee performance, and magnifies the accessibility of information essential to professional benefit.
According to NASDAQ, “The Global E-Learning Market is poised to grow at a CAGR of around 7.2% over the next decade to reach approximately $325 billion by 2025.”
There are many shortfalls of traditional employee training for e.g. one-on-one learning which clearly is a logistical impossibility and can pose a series of professional challenges, for training the personnel efficiently, companies have to take such challenges into consideration.
Learners want to ensure that the process is aligned with their roles and the goals of the organization. A successful onboarding process combines orientation, training, and mentorship which makes the employees start off on the right foot and getting productive faster. The value of investing in good people practices refine the onboarding metrics of enterprises.

Online onboarding training increases employee engagement and improves the online training ROI of the program additionally reducing the employee turnover, which means fewer online onboarding training sessions.
As technology develops, so does the interactive eLearning skills.
Eliminating the need for instructors to repeat directions over and over to different employees advances employee efficiency. Break the barriers of space, cost, and time with interactive eLearning tools like “How to” videos, which are growing as a favorite and in demand interactive e-Learning tool, they have the potential to replace the one-on-one coaching at a minimal cost. In today’s scenario, training needs to be delivered to employees to suit their schedules in diverse time zones. They are looking for multiplatform-friendly online training which is accessible anywhere, anytime at their fingertips and mobile devices extend a high level of adaptability in terms of where and when training can be accomplished. Interactivity in eLearning can be based on the organization’s particular experiences and challenges in which existing functionaries can assist to structure such experiences and create realistic scenarios, mirroring the type of situation they’ll relate regularly at the workplace.

Also, there are Digital Adoption Platforms (DAP) which work by sending contextual, automated navigational prompts to guide usagers through any task on any software platform or app, eliminating the need to pull them away from their work to complete training sessions by providing personalized support at the moment of demand.