According to Gartner, our journey to the cloud shows no signs of slowing, with half of all enterprise organisations expected to implement an ‘all-in’ cloud strategy by 2023.
This trend is reflected in HCM, where the analyst firm has observed that it’s now rare for organisations to select on-premise systems.
That HR leaders and the technology decision makers in their organisations have warmed to the flexibility, adaptability and cost efficiency of the cloud is no longer a question. But what are the most sought-after qualities and capabilities of the cloud systems they’re considering in 2020, and what’s behind that thinking?
Seamless HR as standard
There’s nothing innovative about delivering fast, streamlined HR in 2020. The gruelling administrative tasks that have typified HR for so long should be automated by self-service and mobile accessibility. This is a given.
Reporting and analytics are not the same thing
Software that automates reporting should be a baseline for HR software capability in 2020 - headcount, employee turnover, absence, productivity – available anytime, anywhere in a couple of clicks.
In 2020, forward thinking business leaders want software that allows them to be better employers, harnessing data in smart ways to enable deeper management of relationships and workforce management. This goes beyond standard reporting.
We’re talking about predictive analytics, incorporating data sources from outside HR’s traditional field of responsibility – even from 3rd party sources - to identify trends and suggest exacerbating factors.
Which brings us on to…
Integration is a competitive opportunity
HR data is rich in insight, with a lot to offer the wider organisation. Which is why integrating it into business systems in a viable, useful way is top on the agenda for cloud-savvy business technologists and HR leaders. Last year, the Deloitte Human Capital Trends survey revealed that only 5% of organisations were able to integrate their HR systems in this way.
In 2020, expect to hear about resource planning capabilities that automatically integrate absence and leave calendars. Or project management systems that match employees’ skills and qualifications to relevant projects.
Business systems that can’t talk to each other is so 2019.
Technology that works
One HR leader we spoke to told us that she was looking for a platform that would operate in the background. “I expect it to work, stay out of the way and let me do my job” she said. “I expect it to do what it says it will and I expect to not have to think about it.”
As a technology vendor, our job is to do exactly that. It’s a given that HR software should take care of the heavy administrative lifting, the calculations, reminders and workflows. In 2020, our job is to enable organisations to be better employers. To work more closely with their people and provide the support they need, when they need it.