The team at Navigo, distributors of OrgPlus, have released their 2010 reasearch report into HR technology usage by larger organisations in Australia, you can get your copy of the report at http://hrtechreport.com.au.
The report is an interesting read focusing more on organisation’s satisfaction with their solutions than looking at overall trend in usage. Having said that the team at Navigo have been able to extrapolate 8 key conclusions and recommendations:
- HRIS use in Australia is diverse
- Technology-based solutions are more satisfactory
- Organisations satisfied but rarely “very satisfied” with systems
- HR targets efficiency in drive towards strategy
- Reducing costs is not a motivator despite the GFC
- Organisations are ill-prepared for an aging workforce
- True business intelligence is elusive
- No one size fits all
From my work and research I agree with every one of these conclusions.
I do not 100% agree with their breakdown of the solutions areas as they are more heavily weighted in the area of talent management, at the expense of other areas. However given the importance of talent management focusing more on this area makes sense given the confusing that exists within most HR departments on what HR technology they are running.
Some stand out pieces of information.
SAP and Chris 21 stand out as the top two HRIS vendors used in the organisations with 500 and above employees. Interesting Neller, who was recently acquired by Northgate Arinso was 5th.
The biggest motivator for improving HR Systems and Technology is still reduce time spent on administration and increase efficiencies. I say still as from my experience has been the number one of two for many many years. One has to wonder about the success of all of the recent projects to implement Employee and Manager Self Service the number one way to drive these two objectives.
PageUp People, PeopleStreme and Successfactors are the most popular systems being referenced as supporting Performance Management processes.
One of the reasons I have been so busy over the last few months is a specific client project I have been working on: a payroll upgrade and implementation of a new time & attendance system. While I not going to cover the details of the engagement I want to touch on the payroll system that is being implemented: Chris 21 from Frontier Software .
This is the first time I have worked so closely with the Chris 21 product, so I have been learning lots about what it can and can’t do. Overall I am impressed with the product (excluding the employee and manager tools, more on that later) based on what needs to be achieved for the client.
For Australian readers you might be wondering why I am impressed as I like many hear horror stories of tier 2 payroll implementations from all vendors. One reason: the administrative tool kit allows significant configuration and customisation of the core product to meet a client’s needs.
The downside is most clients are unable to take full advantage of these functions as it requires significant Chris 21 and technology knowledge to use the tools. For many clients I suspect the implementation consultants have locked them out of these sections as in the wrong hands you payroll system could easily be broken.
Additionally the integration options on paper are very robust, the product includes the ability to track data changes for outwards integration into message based platforms like an EAI. Inbound integration is a little harder and to achieve fully automated integration requires IT support and potentially custom development. Inbound processing is completed using General Transaction Requests (GTR) a specific data integration language provided by Frontier Software. GTRs allow clients to build complex integrations with their Chris 21 system, however IT support is a must.
The Employee and Manager offerings within the HR21 product are limited in usability, however this is due to the HR21 product being built on an older technology platform. The biggest issue is the lack of configuration offered to clients, without having to engage Frontier Software. Frontier Software is actively working to build a replacement based on more recent technology offerings. But, and a big but, HR21 implemented in an innovative manner could provide significant benefits to an organisation.
A final note I am not commenting on specific payroll processing functionality as this is very client specific.