JUNE 2020HR TECH OUTLOOK8HR DATA & TECHNOLOGY: KEY SUCCESS FACTORS FOR A GLOBAL ORGANIZATIONJodi Enggasser, Senior Director, Global HRIT, Cushman and Wakefield [NYSE:CWK]ByI've spent my career supporting HR technology programs in global organizations, as part of IT, and HR, and back again. Regardless of the organization or function, experience has shown there are a handful of key success factors that, when addressed effectively, can substantially improve an organization's HR data & technology ecosystem and its ability to serve the needs of the business. And while this list is surely not comprehensive, it's a solid starting point as you look to optimize the approach to HR data & technology in your global organization.1. Clearly Defined HR Strategic GoalsNo matter what your HR systems landscape looks like ­unnecessarily complex or completely streamlined- supporting a global HR technology portfolio can often feel like a game of whack-a-mole. It is critical that HR technology teams be laser focused on those things HR leadership care about ­ which are the things that are needle-moving for the global organization. This allows us to concentrate often scarce resources and budget dollars to areas that achieve maximum impact, reduce noise, and help to eliminate wasteful activity- which ultimately increases productivity and saves money. HR leadership, the global HR community, the HR systems team and other IT partners need to be in lock-step in this respect, so that no one is distracted from the priorities at hand.2. Real-time,Complete & Accurate Global People DataA global organization will have a very accurate picture of its world-wide employee population, right? I mean, at least headcount... right? Two words: Not necessarily.Access to global data and people insights in a timely, `pain free' manner is high on the wish list of most Global CHROs. And it's not as easy as it seems. Organizations ­ especially those that have grown by merger and acquisition ­ are often left cobbling together reports and calculating In MyOpinion
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