In today’s skill oriented competitive environment, nothing less than workforce can become a tangible asset for organisations. HR technology for its software and associated hardware tools that automate cumbersome human resource operations of an organisation is an umbrella term that encompasses functions of employee payroll, workforce analytics, performance management etc. HR technology is gaining traction along with companies that choose the path of incorporating HR technology systems from enterprise software companies like Oracle, SAP, and other specialised HR tech vendors.

Since HR organisations are exposed to a competitive landscape of defining the destination

for acquiring talents, building the workforce for future and planning agile operations for strategic decision making, the functions associated with it to achieve utmost productive business outcomes are numerous. In order to transform the HR functions from a time consuming administration to a performance driven one, the advanced HR tech known as Employee self-service (ESS) is widely used across organisational platforms of business firms. It is required to keep pace in maintaining accurate and up-to-date employee record to retain a positive work culture and preserve talent of employees by giving direct control over their employment information. Some of the notable features of ESS are, payroll capabilities, logging of work time and hours, benefits or compensation plan enrolments, leave and paid-time-off requests etc.

ESS has been identified as an efficient HR technology tool that becomes the medium for seamless communication of HR policies and updates. Not just e-mail and paper-based, but the record management and compliance makes it a centralised tool for major operations. There cannot be other simple methods through which an organisation can make the employees feel better connected to their organisation, so that it could reflect in the productive ability from each. While peeking into the framework and the steps for implementation, the confusion revolving around build or buy is something that most organisations end up with. For large enterprises, they would opt to build the infrastructure for ESS, thereby creating a better environment with third-party vendors and building an interface that aligns with in-house policies as well as culture. On the other side, SMEs would prefer to buy in order to gain advantages scalability and cost optimisation.

It is evident that the basics of HR information management have not been subjected to drastic change in the last few decades. The ESS technology could largely prove the massive paradigm shift that enables employees to have a fast and seamless regulation on the ways of its utilization.