ABSTRACT
Employee and manager self-service were frequently cited as the technology components likely to have the greatest influence on future delivery models for Human resources (HR). Unsurprisingly for a technology vendor, Oracle are enthusiastic in describing their success in integrating self-service and workflow capabilities into everyday HR transactions. Thomson Holiday/Lunn Poly group are in the process of managing the HR implications of their merger and have tackled the issues of consolidating administration and setting up HR BPs. To be effective, it is vital that an HR BP understand the potential of HR technology and the mechanisms by which it is delivered successfully. Developing an early understanding of this terminology and what the components of an HR solution offer will help the HR BP to make informed choices about the relevance and potential benefit of any particular solution and could help avoid early project mistakes. The concept of HR analytics has grown significantly in the last few years.
