Unification of HR Systems – Set Up for Success
Podcast Sponsored by: Tydy
Considering a new HR system for your company? Finding the right HR system has become a critical piece to a successful, thriving business. In order to support a company’s talent strategy, there are several distinct types of HR systems available. It might seem difficult to select which one is best for your organization. This is a critical choice because HR systems that contribute to a good employee experience are 1.3 times more likely to perform better. And, who doesn’t want their business to perform well?
Our Guest: Kiran Menon
In this episode of the #WorkTrends podcast, we unpack the important topic of HR systems with Kiran Menon, the CEO, and co-founder of Tydy. Tydy is an employee experience solution that connects, unites, and automates HR processes and technologies. During his 17 years of experience in consulting and sales, he has worked across multiple locations, leading teams in Europe, the US, and Asia. Kiran states:
“Tydy actually started from an onboarding perspective. What we are doing is we really went out there and reimagined onboarding and redefined what onboarding meant for large enterprises. Our focus is on employers with about 5,000 plus employees. Tydy moved them from cumbersome weeklong processes to quick, simple, and verified onboarding in seconds.”
How Has Technology Impacted the Way HR is Managed?
In the last two years, companies have faced an increased need for better software and improved processes throughout the digital space. With many work teams working remotely from a variety of places, there has been a surge of software options to optimize and manage complex HR procedures across businesses. Kiran explains:
“There’s been a huge proliferation of multiple apps in the workplace. Suddenly post-April 2020 companies globally scoured everywhere to look for different types of applications that could digitize processes and deliver a digital-first experience. What’s really happened is there’s been a sudden influx of too many apps and too many systems. This overcomplicates the process. Technology has impacted HR pretty massively, but also, it’s brought about a lot of concerns, issues, and frustrations.”
HR Systems and Onboarding
One of the most crucial functions of an HR system is the onboarding process. The importance of this process going smoothly directly correlates not only to a company’s success but also to its financial health. Kiran states:
“We work with companies where day one of an individual joining and getting started is billing day, right? This means that the moment the person starts, you actually want them to get onto the floor and start becoming productive. That’s billing hours in whatever that industry may be. Now, if your onboarding system does not enable them to do that, you are actually losing revenue when your assets like your laptops are not ready until day five, or day 10 in some cases.”
With all the benefits of a unifying HR system, are there any drawbacks? Kiran explains some of the challenges:
“One of the biggest questions from an ownership perspective is when you’re thinking about onboarding, who owns asset allocation. Is it HR? And until you understand the plan that ticks off all these boxes, it becomes very tough to think about unification.
Managing HR in the Future
With all of these quick shifts regarding HR systems, will there be any more major changes in the way that HR is managed in the future? Kiran gives us his prediction:
“You still have about a good decade to two decades of innovation in front of you. We haven’t even touched the tip of the iceberg when it comes to how data could be used. Or, how you could potentially automate verification systems, or automate even career mapping from a data perspective. So I think there’s a lot more that needs to be uncovered and developed from a future perspective.”
I hope you’ve found this recent episode of #WorkTrends helpful when considering an HR system to elevate your company’s onboarding and overall organization. To learn more, contact Kiran Menon on LinkedIn.
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