Is low-code/no-code for hr?

Posted by Jeff Knapp on Tue, May 17, 2016 @ 12:00 PM

Low/No-code is an attractive offering that to me, sounds a lot better than PaaS or SaaS or ASP. It means having your normal workers be able to build applications by themselves with minimal technology involvement. To me, it's WYSIWYG (what you see is what you get) web development. Remember back in the 90’s when basically anyone with a computer and web connection could build his/her own website on Geocities or similar? We have e-commerce-focused simple site builders now (GoDaddy, Volusion, etc.). We have online polling (Survey Monkey, PollDaddy, etc.). Why can't we have online app building?

The key to building an app, I believe, is knowledge of process and data. What do you need the app to do, and what data is either being collected or displayed to the user? If you can envision this, you get one star. You get an extra star for ability to connect your app with other apps that are related by process and data. It's quite simple when you consider a handful of apps. It's extensively more complicated, however, when you consider many more apps obviously. What's even more complicated than that? If your HR department doesn't have its processes mapped out sufficiently.

Imagine this with me and suspend your disbelief temporarily. What if your department had process maps across your multiple systems that could easily interpret each of the processes in your individual systems and output the connection points? What if your department had the data maps as well - how data travels around your department? What if these maps were both updated in real-time so whenever someone checks in a change to a process or modifies/adds/removes a data field this end-to-end is updated? I think you'd see benefits across the board in the following areas:

  • Reduction in muda (processes can be appropriately targeted with kaizen efforts)
  • Lessen process and data knowledge loss when workers change roles
  • Lessen consultant fees when a consultant needs to come in and help improve an area or process

There is a way to do this. HR technology must work with its HR process team to catalog all processes and tie them back to the systems. You should end up with a map that shows you a few things:

  • Extent of HR process automation (enabling management to better deploy resources)
  • Input into prioritization of HR technology roadmap (which areas need the most help)
  • Process breakdown areas

Why is this important? Setting you up for success is critical for moving forward with this low/no-code movement. If you embark on this without a plan that is backed up with facts and figures, you're shooting in the dark. What you will end up with, while it is better than hiring some Excel/Access jockeys, you're still a long way off from making a sound investment. Think about it this way...1 Excel/Access jockey costs ~$140k per year and can handle support and creation of between 5-10 pseudo-applications. Unless you retire these applications, you are spending over $600k over 5 years to maintain the same applications that serve a very limited audience (granted there will be tweaks and updates along the way). How else could you spend that $600k in a wiser manner?

What if you were to invest in a platform that enabled at least a few of your HR users to build applications? You invest in giving this platform good bones, so it can be easily and cost-effectively maintained (data integrations, data library, security, licensing) you can easily spend $600k on that. The key, however, is that you can build much more than those 5-10 pseudo applications. You can build real applications that have the "IT hardening" already built in (i.e. security). You have effectively enabled your HR staff to increase its applications by at least a factor of 10 and moreover if the author leaves, the application is easily maintained because there is no code. What you have just accomplished is creating a new HR capability - to deliver answers quickly, efficiently, with minimal cost to your organization.

I liken this back to being smart with your money. If you could take a 1% loan and instead park your cash in an instrument that returns >1%, wouldn't you do that instead of paying all cash for something? Leverage your money well. If you’d like to learn more and create a Proof of Concept app with Intellect, click here for a free trial.

Tags: HR


Posted by Romeo Elias on Wed, Sep 30, 2015 @ 02:23 PM

The Employee Setup application is a modern enterprise app that makes it easy to onboard new employees by automating onboarding beyond HR.  As a compliment to your core HRIS system (ADP, Workday, Oracle, HCM/PeopleSoft, etc.), the app is designed to automate and streamline the process of setting up a new employee upon agreement of employment, with established work item requirements, while reducing the time-to-productivity. The purpose of the application is to automate the manual checklist/tasks managers use when a new hire comes on board, ensuring nothing gets overlooked or delayed, in turn, increasing the level of productivity and employee retention.

The app will provide the ability to clearly align new hires with key business strategies, while standardizing and individualizing new hire elements. The Employee Setup App is ideal for organizations with a high volume of new hires annually, or with high turnover, and enables high efficiency, productivity, and compliance.

The Employee Setup app is a pre-configured; ‘out of the box’ solution built on the Intellect Platform, and offers customization and integration functionalities. The Intellect BPM Platform empowers everyone to innovate by giving people the ability to build and deploy a wide variety of enterprise business apps rapidly, without the need for programming from design to launch. With Intellect’s agile development methodology, users are enabled to easily create web-based enterprise apps with smart forms, integrated enterprise data, automated workflow, advanced reporting capabilities, and the ability to go mobile in just minutes.



Watch Recorded Webinar 


What Attendees will learn:

  • How to automate over 30 manual tasks with the Employee Setup App before your new hires first day of work.
  • How the Employee Setup App will lead to increased employee productivity and lower turnover, saving your company both time and money
  • How to customize the Employee Setup App to directly align and integrate with your HR, HRIS, and hiring processes
  • Integration with DocuSign when there’s a need for eSignatures

Who should attend:

  • HR Executives/VPs/Directors/Managers
  • CIOs and IT Executives
  • Departmental Heads
  • Companies with High Turnover


Tags: BPM, Mid Market, Business Process Management, Cloud, HR, HR Gap, mobile applications, Workflow and Business Process Management, mobile apps

Filling the HR Gap

Posted by Romeo Elias on Tue, Mar 13, 2012 @ 01:21 PM

HR solutions come in many flavors and with lots of features. Some provide the basics for tracking employee life cycles, hiring, firing, raises, etc. Some focus on finding talents like managing resumes, interviews, advertising and integrating with job sites.  Others include payroll processing and benefits management.  These systems provide a lot of value to HR managers and departments for mid to large companies, enabling them to manage the day to day HR activities as well as track the dynamic database of employees joining or leaving the company.

As companies reach higher process maturity levels and start to document and enforce structured business processes, many of these HR systems begin to struggle.   For example, what if your organization required a process for approving raises that depended on a number of approval steps.  Or what if company policies defined rules that determined the necessary approvals based on employee job title, pay raise amount or role.  Most of these HR systems typically provide some basic approval process if any, and deviating from that process becomes a large software development customization effort, if at all possible.  Thus HR Managers resort to email, paper (manual) or spreadsheet based ways to track these changes and approvals to work around the limitations of the HR System.  This is what I am referring to as the HR gap.

Business Process Management Platforms have emerged as a compelling solution to this problem and to fill the HR gap.  These systems are designed for the rapid modeling of a workflow process through a drag and drop interface, with the ability to route forms and data between people.  In the case we just described, the BPM platform would allow the HR Manager to define the workflow process of approvals, along with the various rules.  Once a request is made (could be for a raise, promotion, transfer etc.) through the system, the manager is notified by email and can then login to view the status of the request, respond, approve or reject the request.  The system provides a real time status view on where a request is, reminders for past due requests, and can even be setup to interface with the company’s HR System once the request is approved.

In addition, the workflow engine maintains an audit trail that tracks the requests, comments, decisions, both in real time and as a historical record.  This enables companies to mitigate the risks involved in making such decisions by demonstrating they followed their processes and policies as defined.  Not only do companies using BPM platforms save time in processing these requests, they reduce costs by eliminating paper forms and unnecessary mistakes.  Employee morale is improved and HR departments are empowered with a process platform they can manage and control, without any programming or technical resources.

If you would like to see a examples of how HR departments are leveraging BPM platforms, click here.

Tags: BPM, Business Process Management, BPM Suite, Hosted Workflow, SaaS, Cloud, HR, HR Gap, Manual process, Employee request, HR Process, Workflow and Business Process Management, Human Resources