Commentary: HR departments have lost their strategic focus — and it’s time to get it back. Through the years, HR has implemented various technologies with the hopes of solving some of HR’s biggest challenges such as improving how employees access and receive benefits and streamlining administrative processes. However, the implementation of this strategy is flawed: It results in multiple vendors providing best-of-breed solutions that are not integrated with each other, which gives rise to numerous budgeting, deployment and management costs and challenges.
This multi-vendor approach (and resulting pain points) has diverted HR executives’ time and resources toward process and technology, relegating them from a strategic to an administrative position. In fact, HR spends 75% of its time on recordkeeping, auditing, and developing and managing HR services and programs — with the small remainder of time devoted to strategic business partnership activities.
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