Why Organizations Are Improving Their HR Technology Systems

Did you know that, according to The Sierra-Cedar 2016-2017 HR Systems Survey White Paper, 19th Annual Edition, 40% of the respondents included in the study (1,528 unique organizations representing a workforce of over 20 million employees and contingent workers) indicated that they had major plans to either improve or develop a new HR systems strategy?1  That’s a large number of organizations that fall all along the spectrum of small to large businesses, local to global. What do they know that puts such initiatives on their to-do list?

Why Invest?

Outperforming competitors

Perhaps it’s the fact that small to midsize organizations that exceed the average utilization of such technology outperform their peers and realize significant economic advantages over organizations that lag behind in tech adoption. For example, small to midsize organizations that invest significantly in HR Systems technology almost double their revenue per employee. They are also 75% more likely to be viewed as strategic partners by their business leaders. The Sierra-Cedar survey reports that “Organizations with higher-than-average HR Technology adoptions in these categories saw…a 12% increase in their overall HR, Talent, and Business outcome metrics.”2

Mobile adoption

“Organizations with no plans to implement Mobileenabled HR technologies are twice as likely to be viewed as having no credibility within their organizations.”3

Mobile access to HR processes is another concern driving organizations to implement or improve their HR technology. Mobile access has become part of our day-to-lives. Some employees, particularly millennials, use mobile devices to access news, purchase everything from groceries to computers, and to stay connected with friends and a wider social network. They expect the same integration of mobile technology in the workplace.

Appeal to millennials

There is another, less obvious appeal to millennial workers of businesses with strong HR systems: the increased likelihood that those businesses will be engaged in Social Responsibility initiatives.4 Listed among company attributes important to this demographic is Corporate Social Responsibility (CSR). According to one study5, 76% of millennials take an organization’s CSR policy into consideration when deciding where to work.

Your HR technology

How does your business HR technology stack up? Are you on the leading edge, lagging behind, or somewhere in the middle? Delphia Consulting, the largest Sage business partner in the U.S., can help you deploy a Human Resource Management System that’s right for you. We are focused exclusively on Sage HRMS along with plugins that extend its power to simplify HR and Payroll challenges.

Contact us

Visit our website to learn more. Or, we’re happy to talk and see if we might be able to tailor a solution that’s just right for you. Call 1.888.421.2004.

References:

  1. Sierra-Cedar 2016-2017 HR Systems Survey, p 2 (Statistics and quotes are taken from this survey unless otherwise noted. This link takes you to the Executive Summary. To download the entire publication, visit this website.)
  2. P 3
  3. P 92
  4. P 3
  5. 2016 Cone Communications Millennial Employee Engagement Study; Also see this Press Release

Migrate from Abra Suite to Sage HRMS - It's never been easier

Delphia's Automated SQL Migration for Abra Suite (ASM) software tool and project approach gets you there quickly and efficiently, bringing your payroll settings and history over to Sage HRMS.
LEARN MORE
Mary van Balen
Mary van Balen
Technical Writer at Delphia Consulting
Mary van Balen is based out of Columbus, Ohio and is a writer for Delphia Consulting. Mary contributes to the Delphia blog on Human Resources issues and Delphia Consulting and Sage product related updates.