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Trends, Product and Industry Insights to Help Create Your HR Tomorrow, Today.

Is Your HCM Solution Future-Ready?

It’s rainy season where I am, which means weather reports are filled with talk of atmospheric rivers and large flows of water. I like to compare water to information: while both can be hard to manage, each can fuel growth. In a previous post I outlined some of the advantages of integrating your HCM cloud solution with your financials, supply chain, and sales and marketing data. The increased flow of information leads to greater collaboration and engagement for users and more confidence in decisions.

It also allows for more efficient resource alignment. With the rapid pace of change we’re now experiencing becoming the new normal, organizations of all sizes are being forced to continuously fine-tune their workforces. Because change can be messy and unpredictable, it presents HR with a moving target. In response, HR leaders want to become more agile and capable of making adjustments fast.

Where Do You See Yourself in Five Years?

What will your workforce look like a year from now? How about five? Artificial intelligence (AI), machine learning, and other emerging technologies will all play key roles in helping you attract, onboard, and train your ideal employees. AI and machine learning eliminate many of the repetitive, time-consuming tasks your staff engages in and allows them to focus on more strategic activities. Chatbots are already proving to be particularly effective at sourcing new channels and disseminating information to candidates. The additional number of interactions chatbots enable provide candidates with a richer experience and give you more data throughout the hiring process. From planning to hiring activities—best-in-class HR organizations are incorporating the latest tech into their processes—and your HCM solution should too.

Future-Proofing Your Organization

Today’s cloud vendors can offer promises and assurances, but it’s up to you to look closely. Ask them about their investment in R&D. How much, and for how long? Are they going to be around for the long haul? Look to the partnerships they’ve formed, and the degree to which their software integrates with other applications not on their platform. How much budget will you need to allocate for outside consultants?

Probe them on how far along they are in implementing system-wide AI and machine learning—or whether they’ve even started. If they tell you these key technologies are on the roadmap, ask for details on the roll-out.

Is Oracle HCM Cloud prepared to meet the future? Absolutely. And now it’s your turn. 

To find out more simple truths about HR technology, download “7 Questions to Ask

Learn more about Oracle HCM Cloud

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