CIPHR atog ContactUs 1 sales@cipiccom | 44 ytsze 814 242 From Absence Management to HRIT Investment: Assessing HRs Priorities “Return HR Brefing Papers Introduction ‘This report analyses the ndings ofa survey of 100 HR cretorsané manages in the UK, cated out oy Webster Buchanan Research. Th suvey examined abroad range of peaple management sus, fm absence ‘Shortcomings in managing absence Respondents were confortable with het ability to handle several apettional aspects f absence management, such as running bacisc-work interviews and managing the ceiplinary issue, but pores at mare suategic sues 38% acted they were poo at ntevening effectively in ong-term absence and 55% confessed they were poor at aking preventative steps to encourage well-being From a data management and analysis perspactv, 42% conceded they were poor at promatty capturing data abou absence episodes and storing it centrally, and almast halt (4859 sad they were poor at analysing and acing onthe root causes of absence, This is reflected in separate sings that show many FR managers ack einer th sto manage and analyse ata effectively, or the sks to dose, Philosophies on recruitment ‘The majortyofespondents (62%) agreed thet Yetitment 2 Sales and marketing exercise, nt purely an HR tas and ra organisations needs good corporate image, marketing sills to idety the best Candidates, and sales sls" to encourage them tools thei argan'stion [Amos hal of espondents (49%) agreed that "HR wil start lose out inthe race for talent over the next ‘elve month fit falls to gat involve wich seca radia such as Facebook, Titer an Linkedin to reach penta ecru wile a third (48) disagreed, Drivers for investing in HR software or services Despite relates focus on cost. the top dive for investing in HR sofware or services was to improve the ua af service fr employees ané managers (anked 3s important by 89% of respondents} flawed by improving the quality of management information (76%). Reducing HR administration costs was thie (7599 foiowes by reducing IT costs, Webster Buchanan suggest that in sme cases, these pros may reed tobe reordered to win Busnes ase approval one rd of respondents (53%) conceded that expanding their pesonal experience and enhancing ther CV was an imperant fect in determining whether invest in HR sofware or arvies While that astude tocay's HR function Investment priorities Learning and development toppec thelist af HRIT investment pris, ranked a platy by ot respondents ~ suggesting that wth eadeauns under close seri, HR is working hard on impconing he capably ofits exiting employee bse CIPHR Success Stories ase Stutis Mesa Ailes Press Releoses Latest Cents Book a CIPHR Demo Request Cl Back call -44 yteze 814 242 Download POF Brochure Download IPHR Product POFe Download IPHR Service POF = Lotest Blog Posts Veg phe tonto mate your ote ta disebility-friendly HF this is you then youre @ hhegave nftuence ntheRecruitment was the second biggest target fr investment (69%), ‘einforcing te fac tht even i overall headcount i constrained, ‘organeation continue ta hire to redess natural ation, The finding suggest that many HR managers see benoit in automating ecrtment processes at ime of high unemplayment~ ia ac, dating with 3 igh volure of applicancs was cited by respondents as their bigest recruitment challenge aloneside lack ot HRyrecrtting resource ‘ther pvt for investment were Peformance Management tose by 668 of respondents}, Reporting and Analysis (also 65%) anc Absence management (65%), Maximising existing investments any otgoisatians arena aking fl aavantage af ther existng HRT investment, wih 59% aware hat theyre not using all the useful functionality avalable we them, and almast two aut often (18%) conceding heyve implemented vary ile oftheir system’ potential capability The survey suggest one reason is lack of waning fr ensting and ev sate Poor Ht analtcal sls Mor than hal of esperdents (5589) ageed thatthe evel of busnesctevatinormation povided by HR te line manages and he board needs tobe sgnfeantly improve, with 44% disagreeing Almost tvee ott of ive (5) of respondents agreed that te city of geting relevant date together undermines their ‘eporting and analytical capably, In ion, 44% of respondents agreed that they donot have the software tools they need to de anything ‘beyond basc HR eparting~ and 43% sald that even Ifthe had the ight woos they do nat have stent analytical sls within the HR function to take advantage Perceptions of Sohware as a Service (S335) “Te survey showed Some continuing confusion among HR managers about the defition of sofware 353 sevice (538) ‘The potential benef ted most often by respondents (61%) thatthe intial investment tends tobe Lower and can im capital expenditure, since SaaS eerie ae usually provided ona subscription base A similar number (39%) polnced ote fact a because Is ntene-based, HR employees can acces the ster fam matiple sites, inluting home Atha af espandents (38%) sod concerns abou data security might be a barter to adoption of aa, wile a quarter 25%) ete cancers about privacy. 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