With business leaders looking to reduce overheads, being able to justify the HR team’s time and resources is more important than ever. Reporting & analytics are crucial to demonstrate HR’s value to the business and technology has a leading role in creating transparency and improving efficiency.

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.

One of the key challenges HR leaders continue to face is how to balance the needs of the business with solving the complexity of varying HR delivery models and technology solutions at both a regional and local level around the world. The enabling technology options available to support the full life cycle of HR processes has until recently limited the ability to achieve a harmonized and standardized approach, that could be based on a single HCM platform -- just delivered in different modes.

The new 2010 whitepaper is titled: Crossing boundaries to create Hybrid HR. Why do we believe that HR goes Hybrid this year? Because we think that a new flexible ‘hybrid HR’ approach is crucial for HR to succeed in this new decade. Hybrid HR combines every available delivery option to provide HR services in real-time and to allow for maximum flexibility – HR services can be delivered to anyone, anywhere, via any device at any time.