Last weekend, my wife and I had the luxury of spending the bulk of the day and evening downtown with our neighbors. After many hours of fun and festivities, we thought we should probably check-in with our kids.
In a matter of seconds, my neighbor located his son skateboarding on our street within a certainty of a few meters with his ‘find my phone’ app. With the knowledge that our kids were together and safely tucked away in our neighborhood, we continued with our adult time.
But that got me thinking. If technology can locate a teenager on the move within seconds, why is it so difficult to communicate HR programs in a digital world? Here are a few myths that typically hold up progress.
We’ve got to get IT involved
Too many projects too little time. In most organizations, IT controls the resources and the purse strings. Instead of relying on internal resources to build the right HR solution, maybe it is time to partner with a third party.
Cloud based, software-as-a-service solutions give employers greater flexibility than ever before. Faster implementations, predictable costs, and free product upgrades can be some of the benefits of partnering with a third-party vendor versus building something in house.
In fact, industry analyst Forrester predicts that more CIOs will move even more to the cloud to continue to meet their customers and employees’ rising expectations.
We’ve already got too many places for people to go
Yes, the list is probably long. Each vendor or system likely has their own website. Your list probably includes a unique place to go for your HRIS system, time and attendance, health administration, retirement vendor sites, savings plan sites, stock administrator, learning management, and much more. And, I didn’t even bring up the corporate intranet.
Yet the demand for technology enabled communications continues to rise. Our 2015/2016 Global Benefits Attitudes Survey reports that 40% of participants regularly use investment tracking tools, 28% use wearable devices for tracking physical activity and 21% use mobile applications for condition management or reducing health risks. If the use of health and wealth-building technology platforms are on the rise, what’s HR waiting for?
It’s time to put an umbrella over the top of this tangled mess of connections. When implemented correctly, an HR portal can be the most effective front door into all of these disparate systems. Simplifying the employee experience to enable employee self-service tools and intuitive search features will reduce the time it takes for your employees to find what they are looking for.
I don’t want another username or password to remember
If you’re like most people, they take the easy route and use the same username and password for everything (I can hear information security professionals crying as they read this). However, single sign-on access is more common than ever now and it’s time for you to push your vendors to join the 21st century.
Portal technology is the great equalizer when it comes to downstream single sign-on connections to your vendors. With one stop to your portal, employees can link out to all of their vendor resources with a secure single sign-on handshake.
Now if only my neighbor had an HR portal that was accessible from his mobile phone he would have been all set. He could have easily searched for an in-network emergency room to take his son to when he inevitably fell off of his skateboard.