INTELLIGENT BRANDS // Cloud
Top considerations before
implementing an HCM system
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“They are able to tap into the cloud and
access systems that are designed to meet
their demands that reflect the evolution
of the HR industry and are no longer mere
systems of record but are now what HR
professionals call ‘systems of engagement’.
“As a starting point, the most important
primary consideration is the business
requirements. What exactly is driving HCM in
your business? The answer to this question is
inevitably the need to comply with changing
legislation, so a system that is on par with
local developments and can be localised to
address these challenges.
Ian McAlister, General Manager of CRS
Technologies South Africa
B
usinesses that embark on a journey to
the cloud and open themselves up to
this technology find that they have the
capability to manage their infrastructure and
resources in a more cost effective, efficient
way, including people management. The
cloud is a game-changer for many industries
and it has also influenced the decision
making when it comes to acquiring and
implementing Human Capital Management
(HCM) systems.
According to Ian McAlister, General Manager
of CRS Technologies South Africa, the option
to invest in SaaS-based HCM System offers
the business landscape more options and
there are many solutions being introduced
by an array of service providers.
“It is true that HR managers and business
owners are spoilt for choice,” said McAlister.
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“It is equally important to consider how
the HCM system will be implemented and
this is where business continuity comes
in. Implementation must not cause any
downtime and the old system should remain
accessible during changeover and relevant
employee training to ensure continuity.
Decision makers also have to keep in mind
the scope of deployment – how exactly will
the new HCM system be implemented, what
will it affect, who will use it, when, why and
where? New generation of HCM systems
entering the market offer an end-to-end
employee lifecycle management and the
visibility of a unified HR platform to give
businesses a bird’s eye view of their HR.
“This is critical for the business to capitalise
on the inherent benefits of the system, its
core functionality,” said McAlister.
“The functionality or ‘nuts and bolts’ of
the system is really where the technology
sells itself.
“The workings of the system and the result
of what it is designed to do is really one of
the main considerations.
“If a business attaches importance to
effective recruitment and the benefits of
productivity, to cost saving from lower
employee turnover and enhanced HR
processes and procedures, then the issue of
functionality must be clearly understood well
before implementation.
“An effective HCM system must keep track of
employee profiles and should have the ability
to develop descriptions of the company’s
HR structure with the objective to match
profiles to positions. The idea is to secure
a well-orchestrated, highly effective people
management system that links up training
requirements, areas of HR management
that needs more attention, performance
evaluation and other key factors.
“Other factors to consider ensuring effective
and results-orientated implementation
are the Total Cost of Ownership (TCO) of
the system, license fees, and regulation or
legislation compliance.
“Much depends on whether a new system
is outsourced or built in-house or purchased
new. There are several options, thanks to the
cloud; however, what is a given, irrespective
of what option is chosen, is that a new
system must address market requirements
including on-boarding, data management
and security.” n
IT IS TRUE THAT
HR MANAGERS AND
BUSINESS OWNERS
ARE SPOILT FOR
CHOICE.
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