HR Technology Goals and Objectives

The introduction of modern Human Resources Information Systems utilizing the full potential of the Intranet was a real game changer. There is no other business function that can realize greater benefits than HR. The technology allowed to decrease the amount of the transactional HR work.

It allowed to Human Resources to allocate employees to processes with greater the value added. However, Human Resources is still on the journey. Old systems block the successful introduction of modern and more efficient IT solutions. What should be HR goals and objectives in the HR Technology area?

Human Resources manages many transactional processes and interacts with managers and employees. It provides managers with regular reports, files many documents about employees and releases many confirmations to employees and external authorities. These processes are a best targets for the digitization and the introduction of the paperless office. Cutting costs is visible and employees can enjoy instant self-service without any interaction with HR employees.

Most common functional HR Technology goals and objectives are:

  • HR Data Model and HR Data Privacy Policy
  • digitized and paperless processes
  • instant access to HR data and HR in the Cloud
  • HR Big Data

The HR Data Model is the most important document for the digitized Human Resources Office. It describes HR data, how they are structured, where data are stored and which system acts as the master system providing data to other systems in Human Resources and the organization. This document makes lives of HR and IT employees simpler because they know how data flow in HR and the organization.

Human Resources works with the sensitive and confidential data. The HR Data Privacy and Security Policy must be in place. All HR Employees have to understand how to work with data they collect and store about employees. They must ask questions before sending any sensitive data outside the HR Department. It is a high reputation risk for Human Resources if there is no simple data privacy policy in place. It is a high priority goal and objective for Human Resources.

Digitized HR processes eliminate errors and allow HR employees to spend more time with employees. They can focus on processes that add value to the business because they do not have to fill many forms and produce documents. The HR Technology stores all relevant documents, tracks processes, measures the performance and send automatic reminders to all participants. However, the fully digitized and paperless HR Office takes time and HR has to invest much effort to standardize and digitize processes. It is a great objective to add few processes each year.

Last, HR in the Cloud and HR Big Data are hot topics in the modern Human Resources Management. The HR in the Cloud can be another cost cutting opportunity. The organization does not run the monolithic solution that carries high maintenance costs; it just rents small and agile HR solutions that are fully interconnected. Just required services are paid, and the external vendor has the full responsibility to make the system work.

Additionally, HR should include HR Big Data into HR Goals and Objectives. HR has many data, but it has to find ways how to connect them with other data sources in the organization. It should build interfaces that provide almost real-time data to the leadership team to make decisions.