Today, more than ever, reliable information that can be communicated instantly has become a growth issue for companies of all sizes. How can HR digitisation play its part in improving the processes and competitiveness of SMEs and SMIs, as well as empowering employees?
To find out more: a joint interview with Thomas Dorynek, HRIS expert at ERP publisher SAP, and Etienne Audoin from Arago, a leading player in the implementation of digital transformation of the HR function with innovative HR cloud solutions.
Thomas Dorynek (TD) : An HRIS is a real asset for an SME or an ETI. I've seen companies spend hours juggling with Excel files, whereas an HRIS makes it possible to centralise everything, generate automated dashboards and save a considerable amount of time. With a high-performance HR management platform in place, the benefits are immediate: fewer errors, clearer reports and, above all, more time to focus on the essentials.
TD : When it comes to HRIS, users often associate these systems with a complex configuration, while managers perceive them as solutions that are costly to maintain. They also express concerns about a possible loss of autonomy in managing their processes. But that's without taking into account the fact that HR management tools have evolved along with the changing needs of businesses, making them more adaptable. SAP SuccessFactors, with the support of Arago, is a new way of addressing the HR needs of SMEs in a scalable way, while demanding the best. It's not uncommon for HR managers to tell us that they don't need an HRIS, only to come back to us shortly afterwards because of difficulties in managing reporting or following international expansion, making the management of different software inefficient. Today, all companies are concerned by regulatory reporting, and they need reliable, up-to-date indicators to measure gender equity or access to promotion, for example.
Etienne Audoin (EA) : Companies are struggling to cope with the sheer volume of HR data, which comes from a variety of different sources and sources, and which is becoming an increasingly important part of their strategic objectives! On the one hand, technical solutions have to be found to centralise and structure this data, while on the other, there are trade-offs to be made in terms of costs and the appropriation of tools, for example. Saying that an HRIS tool facilitates decision-making is not enough to convince an SME. Today, just as much importance is attached to the user experience and getting to grips with the software, because a good tool is above all one that brings people together and is used.
TD : The success of an HRIS project depends above all on collaboration. We always devote time to discussions and analyse the organisation's level of maturity, its readiness for change, internal alignment and management support. On the technical side, the design of the system must be meticulous. And from a project point of view, it is essential to have the skills, the resources and a clear framework.
EA : Yes, it's essential! The IT Department needs to be involved from the outset to ensure that the HR system is consistent with the other technologies used in the company. However, it often needs the expertise of an HR integrator to interface, unify and exploit this goldmine of data, in order to move towards more personalised services for HR, managers and employees. Some of our customers also delegate the management of connectors/interfaces to us. A rethought and perfectly structured HR Core enables us to bring together the different professions and maximise the use of AI tools such as Joules.
TD : Retaining talent is a key issue for SMEs and IT services companies that are struggling to recruit. The way in which a company attracts, retains and develops its staff must above all be aligned with its growth objectives, and that means centralising and intelligently exploiting data. Many companies are now testing 'skills-based' models that encourage a dynamic workforce capable of rapidly acquiring new skills, but this can only be achieved by harnessing reliable, up-to-date HR data.
EA : I'm 100% in line with Thomas' conclusions. I would add that talent management is just the tip of the iceberg when you can rely on a unified management platform that is aligned with the company's objectives. The benefits in terms of employee retention can also be attributed to perfectly optimised and effective tools. From recruitment and offboarding to training and annual appraisals, the integration of technology with AI means that a large number of redundant tasks can be automated, which also contributes to employee satisfaction.
TD : That's one subject. The objective of a common language is also to meet the need to manage and rationalise the processes of an international group, while being able to identify the needs, often regulatory, that may exist locally. Relying on SAP repositories (available in over 100 countries for HR functions, and in 46 countries for payroll) is a serious guarantee of automated international compliance.
EA : The implementation of an international HRIS requires special attention to ensure its long-term viability. SMEs affected by cross-border growth will have the same needs as large companies in terms of process consistency and compliance issues, but with far less complexity. So why propose oversized solutions? At Arago, we aim to make intelligent use of HR data for everyone and by everyone. The idea is to get the most out of the SAP SuccessFactors tool while promoting rapid and efficient deployment thanks to our Fast approach.
EA : The Fast approach we use, particularly when implementing SAP SuccessFactors solutions, is closely linked to the notion of 'best practice'. Because we rely on tried and tested practices and deployments, projects are necessarily faster, more standardised and more secure. And this in no way precludes adaptation to the specific needs of each organisation. As part of the Arago Fast approach, we offer pre-configured processes and standard functionalities that have already proved their worth in many companies. This approach also takes the adaptation of best practices a step further by proposing alignment with our customers' needs (via an iterative process).
These best practices cover aspects such as Core HR, payroll, time and activity management, onboarding, performance management and recruitment. This enables companies to benefit from a rapidly operational solution, while minimising the risks and costs associated with bespoke development.
TD : As far as SAP is concerned, this methodology has proved its worth. It reduces implementation times thanks to the skills and mastery of SAP solutions on the part of Arago's technical teams. We have also seen that the solutions delivered meet the highest quality standards, in line with SAP requirements. By applying best practice in every stage of the deployment, from initial planning to end-user training, Arago is enabling a smooth transition to SAP's HR standards in the cloud, while maximising efficiency and user adoption.
EA : Arago's Fast approach guarantees personalised support to ensure that teams quickly acquire the skills they need. Through training and workshops from the start of the project, key users quickly become autonomous, able to take full advantage of SAP SuccessFactors functionalities. We offer our customers ongoing support, personalised recommendations, end-user-oriented content and training sessions tailored to their needs. This ongoing support enables SMEs to maximise their investment and ensure that the system remains aligned with their needs and strategic objectives. As a result, HR management is simpler and more efficient, even for smaller organisations. This not only enables the HRIS to be independently maintained and optimised, but also effectively supports the company's long-term HR strategy. Arago makes every effort to ensure that the system is used smoothly and with confidence.
TD : Without a doubt: AI! We're currently seeing an increasing number of practical applications in the HR field: in training, employee appraisal and career development, suggestions and information linked to the employee experience, etc. AI's potential is infinite and it's developing very rapidly.
EA : No surprise, I agree with Thomas. The time has come to apply AI to Human Resources, from recruitment to training and skills management. The prove-of-concept stage seems to be over: AI in the service of "HR" is now of interest to all companies, whatever their size.
A well thought-out and adapted HRIS can really transform and streamline HR processes. Arago's Fast approach stands out for its ability to simplify the integration of SAP SuccessFactors to optimise HR management for the needs of SMEs, while preparing companies to take advantage of the advances in AI that are set to revolutionise the field.
