By Hamid Hidja, Newext RH
The HR Core Model Strategy is to share through the same information system everything that can be in the HR field (repositories, processes, data models, etc.), has been in the wind for some years. It has many advantages, such as making good practice available to all subsidiaries in a group, or giving them access to new tools for payroll or leave management, for example. However, the HR Core Model also has its limitations. Let us discuss and determine what alternatives are possible?
Globalisation, not necessarily an end by itself
The HR Core Model has been able to persuade many HRDs who have faced the problem of finding a way to drive globally the company’s human resources. They have therefore embarked on costly and consuming projects enabling them to build a common HR framework for all entities. Most often, these strategies are associated with setting up a HRIS or redesigning it. This implies months of work, and it requires the mobilizing of many departments and substantial budgets. Not to mention the behavior of change that can be problematic, because all HR employees are not always ready to adopt new methods.
Actually, even if the HR Core Model often made to globalize while trying to keep the distinctiveness of every entity, it implies all the same many changes in the everyday life of the HR teams. It will be seen as if previously constructed processes that are proven and worked perfectly for several years are out of date. We can understand the frustration! Consequently, instead of improving the performance of the human resources, it is not rare to see projects of the HR Core are continuing in the pain even to be abandoned for the benefit of solutions closer to the ground. To avoid these disastrous situations, alternatives exist!
A more pragmatic and agile approach is necessary
The Core HR Model is sometimes of great success, but they show themselves unsuitable in certain situations. In this case, it is out of the question to wait that all the conditions are gathered to ensure the success of your future, the future of The HR Core Model! The alternatives at your disposal are numerous, with non-unimportant advantages: the speed, the agility, the adaptability in the practices of each.
The HR Core Model projects or more globally HRIS is often long to implement, while one or several ground problems can be urgent to solve. In these conditions, it is sometimes better to call on to a specialized person in HR that are capable of handling these precise points. By choosing a specialist who will know how to listen to you, to advise you and also to intervene in an operational way, you will win a considerable time and will benefit you from a concrete and functional answer to an HR problem.
As we demonstrated previously, the HR Core Model has its limits, in particular, that to have to make a clean sweep of the past in certain cases. Why abandon processes which showed their ability and which are mastered by the whole HR service? Why send to trash the Excel files developed in-house – used for the reporting CSR for example – while it is possible to keep them while improving their faults?
At NewextRH, we think that it is essential to adapt itself to the practices and to maintain the effective processes. For that purpose, we surround us with technological partners who allow us to be agile and to propose you flexible alternatives and simplicity in deployment.
For example, with a solution as Gathering Tools, it is possible to keep the existing HRIS Excel while securing the process and by adding features of consistency monitoring or workflows of internal validation.
Of course, these solutions are not against the HR Core Model, quite the opposite. They just allow you to answer quickly to a specific need, without having to mobilize important resources. You “digitize” smoothly, without undergoing the anytime violent shocks of the big projects of transformation committed rapidly in companies.
