Typically, HR has managed people separately from other pats of an organisation. HR and HR Software as a Service technology is helping HR become embedded in everyday business. We identify 5 key trends showing how this is impacting business.

1. Digital HR technology
comes of age
The Digitisation of Human Resources

2. Typically, Human Resources (HR) has
managed people separately from
other parts of an organisation
Overview
However, HR and HR SaaS
technology evolution means
HR is becoming embedding
in everyday business
We identify five key
trends to outline how
this is occurring
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3. Trends
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4. Blurred lines of responsibility between IT and HR
HR define if and when to uptake new or updated SaaS functionality
HR own system configuration
Overall reduced cost of ownership to businesses
Human resources goes digital
HR departments are seizing ownership of IT systems to achieve
business outcomes and drive organisational change.
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5. Human resources becomes decentralised
Digitisation decentralises HR activities to users and embeds them in the business.
Shift of power from
HR staff to the user
Improved user
experience
Greater access to and
ease of reporting
Reduced ratio of HR
staff to Employees
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6. From day-to-day
administration
To analytics, insight
and prediction
HR expected to deliver
value add services
Greater insight into
employee engagement
and productivity
Human resources knows the business
Digitisation empowers HR to mine employee data for insights so
it can ‘market’ messages and initiatives more effectively.
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7. Human resources adds value
As HR becomes technology-based, its focus is on adding business value.
From cost cutting and administrative efficiency
To identifying global and internal talent, spotting trends and gaps
in the workforce and implementing structural transformations
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8. Convince with
data to influence
strategic direction
Significant impact on
productivity, customer
experience and cost
management
Human Resources wins over the boardroom
HR is becoming indispensable to the strategic capability of business.
Improved hiring and
retention – including
predictive recruitment
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9. 9
Key Considerations
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Consider your business model Implementation is different
Don’t underestimate complexities Increase user adoption
• Constant review of functions & processes
to get value SaaS expenditure
• Governance structures to review impact
of policy and process changes
• Effort required to build and maintain
complex integrations
• Identification, design and build of
custom reports not delivered as standard
SaaS reports
• Be open minded to move at pace
• Design & Build is iterative and flexible,
Testing is adaptive and ongoing
• Changes can be quick and made after
implementation
• Considered change management approach,
doesn’t have to be costly
• Drip-feed functionality into an unprepared
environment to reduce impact, such as full
self-service

10. Four Pillars
of Value from HR SaaS
Enhanced
User Experience
Improved Data
Capture and Mining
Reduced
Costs
Greater Flexibility
to manage organisation
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11. Read the full report Digital HR Technology
Comes of Age at:
accenture.com/HRSaaS