Many HR departments have made good progress in automating their business processes and can produce simple reports showing basic employee data. Some have even introduced methods of measuring the efficiency of HR processes. However, while the data produced are useful for monitoring and reducing the operational cost of the HR function, it’s not enough just to have efficient HR processes; HR also needs to support the business in creating value for the workforce as a whole.

Every month, SAP and NorthgateArinso host a Virtual Briefing. It is an online session, where we discuss a topic with panelists. Yesterday's session centered around Hybrid HR and HR 3.0. One of the topics we discussed was the effort of an HRIS implementation versus an euHReka introduction. The answer to this question made me realize how far we have come in just a few years.

Creating a compelling business case is one of the most difficult tasks that should start before or at the start of any transformation efforts. Without a business case that justifies the solutions and services an organization wants to move to, most organizations are unable to gain executive approvals.

The areas typically considered for the business case include costs associated with in scope resources, overhead / infrastructure and third party costs.

Technology is one of the three ingredients to successfully transforming HR – the other two ingredients are people and processes. Many organizations have managed to achieve significant transformation by focusing on best practice process design, aligning their HR resources in a service delivery model that leverages insourcing or outsourcing, and redefining the role of the HR business partner. Technology is the enabler of both people and processes. As an enabler, any technology solution must have a few important characteristics.