We caught one of Mensch dear clients and an HR expert, Orit Federline Doodai, for a quick chat about HR technology, people strategy and challenges.
Please tell us a bit about yourself – I’ve been working in the HR field for over 10 years, where I’ve held a wide variety of different positions, covering aspects like training and organizational development, recruitment/head-hunting and leading HR activities. Today, I’m the HR Manager at Wiser, a data solutions startup located in the heart of Tel Aviv.
Please describe Wiser – what kind of organization is this? what is its DNA? Wiser, an Israeli-American startup, helps retailers and brands turn omnichannel data into action that increases revenue, reduces costs, and improves marketing effectiveness. Our headquarters are in the US and our Israel offices are located in central Tel Aviv. Both locations offer a dynamic work environment with cutting-edge tech development challenges.
Why it was important for you to add an HRM to Wiser? HR management software is a must-have for every growing company. HR is a wide discipline that encompasses various responsibilities. A company’s HR department is the leading and the executor of a people strategy; they set relevant KPIs, define processes, and measure and identify insights to hit KPIs. But of course, it’s impossible to do any of this without the right HRIS platform. It’s important to find a platform that streamlines your HR processes by putting them all in one place, helping you track and meet KPIs.
On top of that, an HRIS will take a company’s HR department to the next level when it comes to efficiency. It makes it easier for everyone to work together, creating a seamlessness between HR and managers, HR and finance, and management to employees. This enables better process measurement and management, and while you might think of it as a managerial tool, it ultimately provides transparency for all employees within the organization.
You mentioned People Strategy – can you elaborate more about what it is? People strategy is actually very similar to marketing or business strategy – you set the northern star and creating the path to reach it.
For me, creating People Strategy in about building the right programs and processes to improve the human performance in the company, and demonstrating its clear contribution to the company bottom line. Applying people strategy is done by setting KPIs and measurements of HR processes, tracking and improving constantly.
What did you look for in the HRM? what was important for you? what are the important capabilities of an HRM? There are many parameters to consider when choosing an HRIs platform: First, I looked for a user-friendly tool to enable me, as HR Manager, to input all HR info (data, policies, processes).
Next, I looked for a system that integrates all HR and employment issues, so I can easily use the data for various analyses, gathering employees’ personal data, updating personal files, and other ‘behind the scenes’ processes.
Last, it was important to me that my tool-of-choice would allow managerial staff to easily receive reports, data and charts for both of their direct employees and the entire organization.
How do you see the HR tech evolving? What’s your tip to other HRs when trying to understand which technologies worth to adapt:
Right now, there’s a huge number of HR solutions. So many, in fact, that it can be overwhelming. Many of these are silo solutions that attempt to solve a single, narrow issue in the workspace: from mentoring apps to diversity and inclusion apps and different employee engagement tools.
Many of these solutions are geared toward the recruitment field — a huge industry and constant painpoint for any company. Due to the fierce competition between companies we see in the market today (especially the tech market), job opportunities are abundant for all employees. Thus, employees are constantly job searching and job hopping, making turnover high throughout the tech industry. This is where recruitment software comes into play. Plus, because HR is such a wide and varied discipline, there are always new and different technologies to explore.
When choosing an HR technology to adapt to your organization, you’ll need to consider your KPIs and how technology can help you reach your goals.