The Workforce and Mission Arguments for Modernizing Human Capital Management Systems – FCW




The effective arguments and mission to modernize human capital management systems

The pandemic has caught many organizations off guard, including government agencies. When these agencies made the rapid transition to remote working, it revealed huge infrastructure gaps, strained IT capabilities, and highlighted the lack of integration between on-premise and cloud-based systems used to conduct activities at all levels of government.

HR has been particularly affected. Many federal HR professionals were already having recruiting challenges and new reporting requirements, including those related to the gender pay gap and diversity, equity and inclusion (ED&I) initiatives. . With the need to manage employee leave at some agencies and deal with emerging health and safety issues, the pandemic has added to their workload.

As the pandemic recedes, new priorities emerge and HR will need better technology to manage them. Competition for highly skilled employees is on again now that hiring freezes are over, and agencies need better access to employee data to staff urgent projects and foster a diverse workforce, as well as providing modern tools to support organizational agility and increase employee engagement.

IT can support HR with technology that provides the human capital management tools needed to meet these challenges. When IT managers modernize HCM software, it not only has a positive effect on HR, but it improves the overall employee experience and can lead to needed changes across the agency.

How Modern HCM Software Improves the Entire Organization

IT has a key role to play as their organizations accelerate digital transformation, and modern HCM software can help by integrating data across the agency and creating new efficiencies that help HR manage the entire business. employee lifecycle. Here are some of the ways modern HCM software can help government organizations thrive:

  • Automation and self-service: Providing self-service capabilities and automating back office tasks improves workflows and improves the employee experience. In government agencies, the time employees spend collecting, cleaning, and entering data or performing other tasks that do not directly add value is time that they cannot spend serving the public. HCM software gives staff more time to focus on what is really important.
  • Project-people alignment: With an HCM system that focuses on skills rather than roles, managers can instantly identify capabilities of employees that are outside the scope of their current job description, such as the ability to speak multiple languages ​​or write code. . This can help the agency respond to urgent projects faster and put people where they can have the most impact, which in turn improves organizational performance and employee satisfaction.
  • Skills development: According to Gartner, only 16% of new hires have the skills needed for their current and future roles. HCM software can help agencies identify the skills gaps that exist today and also plan for the capacities that will be needed in the years to come. This helps HR manage employee development and development more proactively, making the agency more resilient and better prepared for the future.
  • Learning programs: Agencies often have to develop expertise that is not available internally. An HCM system that enables HR to create personalized career development paths and training modules using external experts and content creators can transform learning programs so that the agency meets current and future needs.
  • Commitment and performance: HCM software that facilitates one-on-one conversations between managers and employees can keep staff members closely connected. Technology can also track performance and goals and streamline access to training so employees can grow within the organization rather than looking for opportunities elsewhere.

Software that integrates with other systems eliminates error-prone manual data entry and reporting processes, improving efficiency and accuracy. HCM software that helps the agency be proactive rather than reactive also puts real-time data at the fingertips of decision makers, enabling organizational agility.

The business case for an employee engagement upgrade

One of the reasons for upgrading HCM technology is to improve worker engagement and connection to the organization. People are more values-oriented today and the current job market is pro-worker, so competition is intensifying. That’s why employers across all industries see employee engagement as a top priority.

New funding from massive federal relief programs also gives government IT officials a rare opportunity to replace existing technology. This should include the tools HR uses to recruit and retain valuable staff. Governments and businesses have embraced digital transformation, and the pandemic has largely settled the argument about moving operations to the cloud.

However, the business case for improving the employee experience in government goes further than that. Agencies need to respond quickly to change, and retooling for the post-pandemic workplace presents a new opportunity to fill the gaps in technology, skills and employee experience that have made the recruitment and retention of employees. government employees a challenge for decades.

HCM software can help improve efficiency through self-service and automation, empower HR to better understand and process employee well-being and engagement, and prepare for the future while aligning human resources with the mission of the organization today. This is how HCM software can empower HR.

In addition to giving HR the tools to manage talent more effectively, HCM software can empower employees to develop to their full potential by fostering stronger relationships with managers, creating a culture where work is more meaningful, and aligning skills projects. And that’s how IT leaders in government can use HCM technology to drive broader organizational change.

About the Author

Heike Wiesner is Director of Demand Generation, HCM, Unit4


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