Beyond software and services: The solutions HR needs today

October 4, 2017

The lines between software products, data and services in HR are dissolving as you read this. Some examples from the consumer world help explain what this is all about.



A Tesla is essentially a computer on wheels and runs on software that’s regularly updated, continuously adding value. Viewed in this sense, buying a Tesla is like buying a car and a SaaS license at the same time.



No longer a physical product, for most people music is inseparable from the streaming service used to listen to it. Listeners get almost as much value from the software experience – including recommendation engines, and the ability to share playlists, view lyrics, etc. – as they do from access to the music itself.



Pictures aren’t physical things anymore either. Images are now experiences that get captured, cropped, modified and shared over Snapchat, Instagram, Facebook and a host of other editing and messaging apps.

Similarly, when it comes to HR capabilities, organizations can no longer solve their most pressing problems simply by implementing software, paying for consulting services or buying data. Instead, the best approach to many organizations’ most critical problems comes from solutions that integrate software, advice and data. As individualized experiences are to photographs, customized solutions are to HR challenges.

Moving beyond: The solutions HR needs today

Moving beyond: The solutions HR needs today

You may know Willis Towers Watson as a global consulting firm. What you may not know is our deep experience in and commitment to creating integrated solutions for our clients that go beyond software, services and data, such as:

Insights integrated into software

Successful software needs to incorporate an understanding of the big picture of what the user is trying to accomplish. In the case of HR professionals, you’re ultimately aiming to help your organization make the smartest decisions about your people, and enable them to have the best possible experience. So good software should help HR professionals by incorporating rich, context-sensitive insights that go beyond user-friendly navigation – such as how to create a great pulse survey or the implications of a compensation analysis.

Best-in-class HR software uses algorithms that enable HR managers to make the right decisions about which candidates are the right fit for available roles, as well as understand which employees are likely to leave the organization and why.

Software that enables consultants to provide better services

Businesses that are trying to shape and communicate an employee value proposition will be more effective when they can then engage employees using the right digital communications tools. Organizations that are looking to create a culture of “pay for performance” will be more effective when they can not only design a new approach, but implement it on software that’s aligned with their unique industry and local needs.

Best-in-class consulting services advise on the right software, thus adding value while saving clients time, and in some cases, money.

Software and advice informed by the best data

As the world continues to go uber-digital, it becomes easier to capture more and more data – and data can provide great value. However, this can also be a double-edged sword. While it’s easy to capture data, and more firms think they can create valuable data products, sometimes they can lose sight of the quality of the data. There’s nothing that can give organizations a better understanding of the level of engagement of their people, or the competitiveness of their pay, or a host of other workplace concerns, than high-quality benchmark data.

Best-in-class data analysis is robust, valid, generated using rigorous methodology and comprised of the right peer groups. Otherwise, data can become cumbersome and meaningless.

Ready to make your organization “best-in-class” when it comes to HR software?

When considering software, look beyond the latest bells and whistles to understand more about the services offered: Is advice from an actual team built in? What types of insights are baked into the software itself?

When hiring consultants, look beyond their pedigrees and executive presence to understand more about the software they use to deliver their solutions to you. And whether considering software or services, probe the underlying data that providers offer to ensure validity and relevance for your organization.