We heard the first step is the hardestStep today into the world of
Step today into the world of
HR 4.0
HR 4.0
The outlook on HR legacy systems is usually accompanied by a bullet list of what the systems cannot do or achieve.
The pressure for organizations to renew and score big on speed and scale is real, despite the steady momentum of core operations – recruit, engage and build experience for candidates & employees.
HR systems in use today (ATS, CRM, HRIS…) are indeed functionally oriented and somehow partially automated for specific use cases. They have proven great loyalty to your HR stakeholders in getting the job done.
Spoiler Alert: The next set of statements is not a threat to the loyalty of your legacy systems.
The focus isn’t on the crisis in the systems but on the future sources of value.
HR functions need to jump the legacy fence and check avenues that consolidate processes in a powerful platform while injecting intelligence at scale.
Building the case for Value:
Refreshing your platform’s foundation with subtexts of HR 4.0: Tap into the efficiency dimensions that Industry 4.0 offers. Think about Automation and AI solutions that will allow you to change the velocity of applicant tracking with personalised screening and assessments, candidate search and match with Intelligent recommendation engines that help manage recruiting and onboarding funnels.
Make a wise pivot: Take stock of what modernization/HR 4.0 entails, for instance – consolidate ATS, automate job posting and scheduling; paint a picture of the ROI using Talent Management & Employer Experience technology. While you don’t know exactly how to automate, you probably do know the activities that will lead you to identify the case for a pivot. A ballpark number – bet 25% savings on this section. Here is an ROI Calculator to check out.
Two-Speed or Orderly transition: If you believe the “The Future is faster than you think” (credits: Peter Diamandis, Investor in exponential technologies), you could break the gravity of your legacy systems and binge on the HR 4.0 list.
There is no pressure to deploy aggressively, on the other hand. Make a parallel path for different HR customer segments, a two-speed model for different workflows, and adopt modular functions to realize value sequentially at scale. Following the modular (logical) route, you will have captured the entire value chain in less than six months.
Relation between the legacy and future HR
Radical value lies in abandoning the idea of creating 10% incremental improvement to operations and focusing on a solution that will bring 10x efficiency. AI in HR allows enterprises to balance the quality and quantity of operations (think skill matching) and harmonize to the future dimensions of efficiency: instant operations, prediction accuracy, quality hires and sustainable HCM.
Revert to the best practices of legacy systems and build them all in your HR 4.0 Architecture. Take steps and bring the strategy alive with a true platform-oriented model.