Companies usually have three technological go-to categories: HCM/SaaS solutions, HR Service Delivery Solutions and/or software focusing on topics like video interviewing, social learning and pulse surveys.  

Most companies tend to use an HCM/SaaS and Service Delivery Solution side by side, for example Workday and ServiceNow. If not fully integrated, line managers and employees are forced to execute HR processes switching from one tool to another. In practice, this often means they have trouble starting the more complex or infrequently used processes – the transactional system is just not intuitive enough. In order to provide the best user experience and ensure an intuitive and seamless end-to-end process, the HCM/SaaS and Service Delivery Solutions need to be fully integrated and aligned.  

Let’s take a closer look at a process supported by an integrated systems approach. The Service Delivery Solution will be the one stop shop, providing guidance through the people portal and knowledge base. It will orchestrate the end-to-end workflow including actions and approvals by several parties in the HCM/SaaS solution.  

Below you’ll see the ease and benefits of an integrated approach illustrated in another example, using Workday and ServiceNow. 

The examples show that a well-integrated system results in end-to-end processes which are easy to follow, without having to switch between different systems or going back and forth between departments. This will improve user experience, optimize turnaround time and minimize errors. It allows for a better self-service system for managers and employees, supporting them in arranging all kinds of HR related matters without requiring their in-depth and up to date knowledge of the processes and approvals behind their request.  

Managers as well as HR departments will in turn save time and frustration when they are no longer required to handle standard scheduling issues, time-off requests and open enrollment questions. Entry errors and missing information may be avoided by allowing employees to enter their own information, guided by a standardized form. The move towards self-service allowed by fully integrated systems will eventually allow HR to add more strategic value, shifting their focus away from daily standardized operational activities. Evidently, at Quintop HR consultants we firmly believe it really is better together in HR digital transformation. 

From approach to implementation, Quintop fulfills different digital HR transformation roles. We are system and supplier independent. With a tailored approach we oversee the overall (global) transformation from a client’s perspective. Leading digital HR implementations, we are a trusted advisor and provide support in all aspects of the digital HR, keeping the end user in mind. In line with the HR Strategy, we define a tailormade transformation approach and roadmap for a successful roll out. 

At the same time, HR undergoes a digital transformation as well. There are many (new) tools like talent management and recruitment tools, applications for time & attendance and HR cloud solutions like Workday and Successfactors. Al these new technologies result in a whole different experience of HR, for HR and for employees. They also could ensure efficiency succession and savings.

It is also important to look at what you already have. The positive aspects and possible shortcomings of the current systems say a lot about what the new systems should or shouldn’t comply to. This information is extremely valuable. During the preparation, it can also turn out that the existing HR systems are not used optimally. If so, is it necessary to buy something new or should there be made better use of the already available systems?

A nice and important side effect of good preparation is that the right people can be involved in a timely manner. A digital HR transformation usually is a major change and with every change, stakeholder management, communication and change management are very important. This involves stakeholders with decision-making powers, but for example also (HR) employees. The change can have an impact on the entire organization and so stakeholders throughout the entire organization need to be involved to make sure there is enough support to be successful. 

Employee experience is a broad concept, which makes it difficult to find a starting point. The book “Employee Experience Advantage” by Jacob Morgan is currently the most complete and recent work on this concept. He tells about his research at more than 250 organisations, including Facebook and Apple. This research shows that the employee experience is formed by three elements: the organisational culture, technology and the physical working environment.

The organisational culture and the physical work environment are important factors, however in this article we want to focus on the role of technology. To be more specific: the role of HR technology. What are the most important aspects for organisations to think of concerning HR technology and how can they make a positive contribution to the employee experience?

If an organisation does well, HR technology can make a positive contribution to the employee experience. Below are some examples of how our customers have used HR technology to influence the employee experience they want to achieve:

• Fun experience: At one of our clients we have implemented a quiz app for HR employees. Through this app they could playfully improve their knowledge of HR and challenge colleagues. This led to a high fun factor, employees saw the acquisition of HR knowledge as something fun.
• Ease of use: Many customers use one HR system where everything is organized: recruitment, talent management, learning, reporting, you name it. Users only need to know one system, which results in greater ease of use.
• Employee and manager self-service: Another customer has bundled the HR services in one portal where employees and managers can arrange everything themselves. Part of this portal is a large knowledge base with answers to all common questions so that nobody has to wait for answers from HR staff.
•  Satisfaction surveys: We also see that customers opt for a small-scale and regular survey via an app instead of an annual employee satisfaction survey. With this, the organisation continuously measures satisfaction and is able to respond quickly to developments.

In general, payrolling is not seen as the most exciting part of HR. Yet, it is a complex set of regulations and systems. Therefore, the payroll process requires considerable amounts of time and attention from employees. For that reason, companies are increasingly looking at a centralised approach with regard to the payroll process. These initiatives make payroll managers nervous. They will indicate that their specific operation is too complex for standardisation. However, in many cases it is wise to centralize part of the payrolling. The other part remains specific to the context of the country.