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connects the dots between
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clients include
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small organizations globally.
 
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Locations: Global, except Canada & USA
(for Canada & USA, see CompareHRIS)
Market: Micro; SMB/SME
Focus: A comparison website with
60+ HRIS applications combined with
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the professional to select
the best fit software
for their organization.
 
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Locations: Malaysia | Asia
Market: Micro; SMB/SME; Enterprises
Focus: As Malaysia’s leading HR resource,
HR Matters focuses on what drives and
moves HR forward in an independent,
learner-led environment and shares this
through a quarterly online publication,
bringing with it a global editorial
focus and coverage.
 
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Locations: Canada | United States | Europe
Market: SMB/SME; Enterprises
Focus: Full-spectrum HRIS project & system
services including (but not limited to)
Client Executive Sponsorship,
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Management & Implementations
 
new to hr
Locations: Global
Market: Micro; SMB/SME; Enterprise
Focus: By offering a range of global
services, online HR courses, career
development strategies, coaching and
career planning sessions, New to HR is
encouraging new HR professionals to
develop into becoming the next
generation of industry leaders
as MDs and CEO’s.
 
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Locations:
North America | Europe | Asia
Africa | Middle East
Market: SMB/SME; Enterprises
Focus: Assessment solutions for
corporations that want to hire better
people, faster, for less total cost;
primarily in English, Mexican Spanish,
Simplified Chinese, underway to expand
into more languages.
 
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Locations: Global
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Focus: Insights & tools to raise
the business intelligence, compliance
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Locations: Europe
Market: Micro; SMB/SME
Focus: Purely Payroll provides
staffing, recruitment, consultancy,
training, conferences, events as well
as publishes a monthly international
online magazine in 38 countries
specifically for payroll
professionals.
 
TCP Learning logo
Locations: {TBD}
Market: {TBD}
Focus: {TBD}
content
content
content
 
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Mobile ESS? Mobile MSS? Why the Wait?

 
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youforce: Mobile and self-service HR survey report

Between February and March 2013 youforce.com of the U.K. asked their audience of HR professionals 5 questions about the use of self-service HR and mobile devices in their organisations, their views on the value of the technology, and how they would benefit if you could use our award winning technology.

The 5 questions?

  • What would be the biggest benefit of your employees using self-service?
  • Are your employees able to use self-service for their HR admin?
  • Do you have access to your HR application on a mobile device?
  • Would you allow your employees to use self-service on a mobile device for their HR admin?
  • What percentage of your time do you estimate you spend on the following:
    • Administration
    • Recruitment
    • Legal
    • Performance Management
    • Compensation Management
    • Other

The Dream

69% stated improved efficiencies would be the biggest benefit of employees using self-service; this was closely followed by ease of access at 56% and staff empowerment at 46%

Youforce’s survey clearly highlights 3 gaps between the demand for HR self-service capabilities and the ability to adopt new trends and software within organisations.

Yet (you knew this was coming, yes?)…

The Reality

ONLY 45% of those surveyed have access to employee self-service for HR in their organisation…

Uhmmmm… whyyyyy???

At this point in reviewing the sruvey, we haven’t even completed the last 3 questions and we are already scratching our heads.

The first 2 questions definitely point to the value of having a mobile ESS configuration in your HRIS system but there is a HUGE hesitency to implement such a system — so what’s the deal breaker?

Budget reasons?

With 69% stating that improved efficiencies, 56% claiming the ease of

access, and 46% claiming staff empowerment would be biggest benefits, is the ROI on having mobility THAT high?

In the current systems, surely these 3 claims are labor intensive — an efficient, and ineffective, system can suck a budget dry before its time; lack of access requires human intervention (a good and bad thing, but for this arguement it is not good); and empowering your staff?

Isn’t that what we are trying to do with our entire workforce?

Did I miss something by taking time for a lunch this week?

The Hope

Skipping the 3rd question for the moment, the responses to the 4th question tells us that many are willing but based upon the status of things right now, might not be able…

79% said they would allow their employees to use self-service on a mobile device if they could…

Keywords being “if they could…

So why can’t they?

The majority of respondents to the survey stated that they either had no HR application or no mobile access to their existing software with 23% had access via a smart phone and 19% via a tablet

ESS mobility survey results youforce.com
credit for graph data: youforce.com

This is the response to the 3rd question, “Do you have access to your HR application on a mobile device?

Note, there are going to be some cross-overs in the numbers as what is available on the laptop can also be available on the

smartphones and tablets, but not always.

Now…

What is stunning is nearly 50% have NO mobile access and/or a HR applicaition…

Can we go back to the first question?

What would be the biggest benefit of your employees using self-service?

Many companies now buy laptops instead of PC’s (sales of PC’s even plummeted 19% in Q12013 according recent news)– so most employees already have laptops, while the tablets and smartphones are usually BOYD’s… with laptops going that route as well.

The Possibilities

But there is a saving grace, which has already arrived in the form of cloud computing.

In the next 3 to 5 years, more than 80% of companies are expected to move from their legacy systems to the cloud.

The cloud will bring with it all the mobility anyone needs — and there won’t be anything to implement!

If the report from youforce.com is not looking rosy for you — and you are wanting to save your budget for computing — then the cloud is where you may end up looking, and most likely, from

which you end up operating your business.

Don’t get too hung up in the cloud though — tablets have yet to be able to do things that tablets can, as well as smartphones.

But a laptop with an internet connection is the minimum equipment you will need.

Meaning anywhere there is a signal, internet or wi-fi, then you can use your laptop — meaning anyone will be able to work from (nearly) anywhere, at any time, on anything that has been placed in the cloud without costing a small fortune to implement.

What Are Your Thoughts?

  The cloud has many featuers that many are still learning about — what questions do you have about implementing to and operating in the cloud?

  One of the biggest concerns early on — and still is to some extent (a good thing!) — is security. Given that HR and employee information is highly personal and therefor highly confidential, there are going to have to be some disclosures as well as security adaptations along the line (after all, being able to do anything anywhere is going to lead to some security hiccups). What suggestions do you have to minimize this risk?

  What research on the cloud, secruity, and self-service can The HRIS World provide you and your company?

Please share your thoughts with us and our audience in the comments section below! Or you can reach us directly from our contact page.


img credit : www.computerweekly.com

More on This Topic

Bringing the Cloud Down to Earth approaches cloud, or SaaS, applications from the business—not the techie—side. Much differentiates this book from others on the topic. Most importantly, like all PlanningShop books, it is written in clear, compelling language with real-world advice and insight.

This book helps growing businesses save money, significantly improve and simplify their business operations, and make informed choices on business applications. It covers everything from how to choose cloud applications and calculate potential return-on-investment, how to ensure security and privacy, how to train teams, how to take advantage of analytics, and much, much more.

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Garrett O'Brien

Garrett is the Chairman for the Executive and Advisory Boards for The HRIS World Research Network


With 20+ years in roles as a client executive sponsor, project manager as well as functional / technical lead, Garrett is sought for his expertise globally.

He has an extensive background in implementing multi-product, multi-line HRIS environments using a systematic and needs-focused approach that provides a smoother transition from legacy to new systems.

Garrett’s previous clients include ADP, Case New Holland, Cushman & Wakefield, Honeywell International, Lubrizol, MAHLE, Sodexho USA, and many others ranging from SMB’s to the Fortune 50.

Currently, Garrett works from his home office near São Paulo, Brazil as the publisher and editor for The HRIS World Research Network. Also, he contributes articles for various other IT, Cloud, and HRIS blogs.

Garrett’s current roles…

♦ Publisher, editor, writer, and owner of 6 leading HRIS system and career blogs which are read by 45,000+ monthly visitors monthly in 90+ countries, 40%+ the audience being decision-makers in their organization (and about half of that being C-levels!).

♦ Serves on the HR.com Advisory Board for the CoreHR Community

♦ Is the CEO for CGServices USA, focusing on multi-provider, multi-line system for HRIS systems

♦ Is a Council and Education Member of Gerson Lehrman Group Council, helping institutions of the world leaders meet, engage and manage experts across a wide range of sectors and disciplines.


In the news…
HR and the Cloud

Isabella Chan of HR Matters talks to Garrett O’Brien about the growth of cloud computing and building a technology strategy around HR.


Your Invite to Contribute

 

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