How to manage the HR role transformation

The role of human resources has been evolving in the last decades. The shift from "personnel" to "human resources" was part of the movement to acknowledge the value of employees as an organizational resource, and was an attempt to remove the idea that associated the HR dept with slow, bureaucratic personnel departments. These changes have forced the HR to become a strategic partner that must contribute to significant business decisions, advise on critical transitions, and develop the value of the employees.

That’s why nowadays the HR function is one of the most challenging job. The labor world is constantly evolving along with the skills required by the companies. The firms are looking for 3D printing experts, drone pilots, apps developers, social media gurus…

These jobs basically didn’t exist 10 years ago and likely in the next decade the companies will look for different and more specific skills. In this context is very difficult for the HR function find and retain the top talents with the right requirements. Especially because by the 2020 almost half of the workforce will be made up of Millennials and accordingly to recent reports they tend to change job every 3 years.

On top of that it happens very often that the HR professionals have to spend more than half of their working day into unexciting task such as fill in forms and spreadsheet, manage the workforce issues, retrieving information…According to a report of the Society of Human Resource Management the HR staff spends between the 60% and the 80% of their time into repetitive administrative tasks. Another big pain point is the lack of systems integration. This problem occurs when an organization uses multiple systems for different functions like recruiting, payroll processing, talent management, and more. Unfortunately, these systems often have trouble “talking too each other”, resulting in many headache for the HR department.

Despite all these pain points the HR is the right department to handle all these tasks. And is definitely part of their duties. The central question is how they do it. Certainly they need more time to focus on the recruiting and retention tasks instead of spending their time in activities with a lower added value. In order to achieve that the technology adoption is the best solution. New software solutions exist, such as Human Capital management systems, which have the ability to automate a myriad of manual tasks in seconds, producing real-time information for analysis.

As Oracle we understood that these challenges would require a new way of thinking that is focused around the needs of the employee and the business.

We knew that the solution needed be talent centric, collaborative, engaging and productive.

These requirements became the core of our modern HR strategy that has enabled Oracle to build the broadest Human Capital Management (HCM) cloud solution to meet the needs of the people that interact with it every day. Our HCM processes including Global HR, Workforce Rewards, Workforce Management, and Talent Management. The Oracle HCM solutions are fully integrated, avoid the lost of information, decrease the time spent into administrative tasks and create a modern and efficient way to find,manage and retain the top talent.

“If you want to learn more about how modern Oracle HCM solutions is supporting many companies around the globe getting in touch with marco.sbarra@oracle.com”

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