JUNE 2020HR TECH OUTLOOK8In MyOpinionThree Top Picks to Help You Start Your Cloud-Based Technology JourneyAndrew Scales, Ex-Head of Employee Rewards and Systems, Domain [ASX ­ DHG]ByAre you ready for the future of AI, ML, and Cloud enabled HR? Most organisations recognise that we now live in a world of work, where the employees' access to technology is greater in the retail market instead of within their workplace. However, the investment to create a connected system of experience is limited. The archaic databases of the past remain intact, and the new bolt on connections are limited with employees still unable complete work when and where they need to. But company leaders should beware, the employees of today need this flexibility with increasingly more saying they choose companies that design for their needs and will allow for remote and flexible working.The big question for HR leaders is, with many options and choices, "where do I start?" Here are my top picks for 2020.1. Cloud-based technologies will make self-service a realityThe new Human Resource Information Systems (HRIS) has delivered against the age old ask and has finally shifted control from HR to managers and now employees themselves. It is no longer adequate to rely on service level agreements (SLAs) that provide monthly, or even weekly, reports to managers and leaders. We need on demand, real-time access to the data ourselves to cut it how they want it, when they want it. With Cloud-based technologies this is possible. HR leaders build the framework and infrastructure that facilitates the manager and employees to update their data, pull views and insights on their teams, and offers the ability to put change requests through that the business can approve. If designed well, the approval process and governance oversight time will reduce, cutting out non-essential approvals and streamlining to core approvals. It is no longer an era where multiple layers of approval are required to simply inform various people across the functions and business. It is time to reduce it down to key decision makers, ideally two to three approvers only, and the rest can use dashboards and reporting that they can run at any time to check status or provide change lists for their information. Before you know it, data is updated and maintained by leaders, shifting the role of HR to value added services to consult and support the use of data to improve employee experience. Imagine a world where bad data is a thing of the past; where it is no longer acceptable for inaccurate views and blame of various internal teams. It is time to shift internal teams toward the governance and controls of the data. With systematic reviews to ensure that the data is fit for purpose. Let us elevate beyond accuracy and shift the insight. Cloud-based technologies are step one of making this possible.2. Design for your end-user. Information is power, but curation of content is necessaryContent is everywhere; stuck and housed on laptops, in brains, offline, and online. As companies face increased competition and disruption to their industries, employees need access to relevant, changing content daily. We need to move away from controlling the data to controlling the system. Companies that have mastered their knowledge base and can provide dynamic content curated in a way that helps with decision making will win in the market. Empowered HR teams have specialists who own and configure modules fit for the company demands in these cloud-based technologies. These teams focus on the user journeys and repeated searches to improve design and help with the changing needs of employees each day. Data insights help HR to configure and to understand the users and adapt as the users themselves provide feedback on what they need. Today, it is not about releasing perfect modules. It is about delivering minimal viable products (MVP) into the cloud to improve the incremental experience. We need faster timely response times, and early feedback on errors. HR's role is shifting from maintaining systems and data bases of content,
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