Human Capital Management

First things first. As a rule of thumb, any HR transformation, whether it is a digital one or not, has to take place with a clear objective in mind. It has to make business sense. An HR digital transformation is the implementation and use of technology to augment an HR department’s capabilities. The goal with an HR digital transformation may be multifold:

To automate processes and reduce the time spent on repetitive tasks.
To maximize the employee experience.
To use the freed-up time to strategize and ultimately benefit the business bottom line.
HR digital transformation is the transformation in the way HR functions, using data to guide all areas of HR: payroll, benefits, performance management, learning and development, rewards and recognition, and hiring.

HR technology encompasses a wide range of complex business functions – payroll, time and attendance, benefits, talent acquisition, and more – served by software and other forms of technology in human resources. From enhancements in artificial intelligence (AI) to a new generation of employee self-service and continued learning tools, this technology in HR management allows professionals to take on a more strategic role within their organization

A variety of HR technologies are helping HR professionals manage their biggest challenges today, with other technologies soon to appear on the horizon. As a brief look into what’s happening in the world of HR technology.

Self-service

Increasingly, employees want to own, access, and update their personnel information with an employee self-service (ESS) system, employees can perform a range of HR-related tasks without filing paperwork with HR.

Self-service technology may also allow leadership to communicate changes in health plan coverage, company holidays, and other time-sensitive information. It can also be useful in assisting employees who want to expand the range of their skills and knowledge

HR Analytics

HR data analytics provides HR professionals with stronger, more accurate data collection and reporting — the type of information needed to make sound business decisions. Examples range from a business unit manager’s need for the latest information on time and attendance, so they can decide how to streamline the scheduling process, to a quick audit that helps an HR manager decide how to address a payroll-related problem.

HR is the processes to get the right people in the right job, processes to focus people on the right things, processes to give them feedback so they’re doing things in the right way and processes to do the first three in a way that gives people experiences, so they can develop new capabilities. SAP HCM be the solutions to these changes because of the following reasons

Focuses on HR process that drives strategy execution which makes the organization to think about their business strategy which helps to identify their needs in future and hire employees accordingly.
SAP HCM makes your HR process connect with the things your employees care about.
It makes sure that the people have the skills to do what you want them to do.
It focuses on leadership behavior, not the leadership account as employees are the replica of their leaders.
To meet the talent needs, companies must aggressively hire, develop and engage skilled employees of all ages. SAP HCM helps them by creating agile high performing workforces for finding and retaining skilled labors to reach the highest peak of success in their business.