HR Health Check or HR Audit may be best described as a holistic overview of a client’s existing HR processes. It includes systems, organizational roles and responsibilities, service delivery, and UX.
HR Health checks or HR Audits can be run using several different methodologies, including but not limited to, diagnostic questionnaires, interviews, surveys, and workshops together with business and IT stakeholders.
Companies keep moving away from long and lengthy ERP HR/On-Premise implementation cycles, adopting the best-in-class, agile SaaS models instead. Although these systems offer great opportunities, many-a-times, these moves are short-sighted and run the risk of implementation without full comprehension.
Significance of doing an HR Health Check / HR Audit for your organization
Understanding where you are today — honestly — is the precondition for any credible roadmap.
Understanding the past
A health check starts by understanding the decisions that got you here, not just the systems you ended up with.
Past company performance
- How has HR service delivery performed against expectations over the last 2–3 years?
Why your organization decided to implement HR systems in the first place
- What was the original business case, and does it still hold?
Were you able to judge the success of that project?
- Do you have any post-implementation measurement in place at all?
Does your current solution meet the long-term strategic vision of your organization?
- Do your users have a great “User Experience” in HR?
- Have you ever implemented integrated Talent Management systems before?
What was the learning from that implementation?
- What would you do differently if you started again today?
What would you like to achieve from your SuccessFactors implementation?
- Have you defined what “done” looks like in outcome terms, not just go-live terms?
Business case
The audit findings should translate directly into a defensible business case — not just a list of complaints.
Utilizing the HR Health Check / HR Audit data for a Strategic HR Roadmap
Raw findings are not a roadmap. Sequencing them by impact and dependency is what makes them one.
Aligning with organizational strategic objectives and value creation
- Does each roadmap item tie back to a named business objective?
Current pain points, and what gives you the maximum benefits
- Which pain points, if solved, would free up the most capacity or reduce the most risk?
Rationale and the role of technology
We recommend that you consider the implementation of Employee Central as a significant strategic move towards your complete progress to a SuccessFactors-based solution. Sometimes it makes more sense to implement EC first and then other modules (pre-packaged integration, out-of-the-box ESS/MSS, standardization of core processes which create a substantial foundation, etc.).