HR SaaS continues to be hot, can SMEs get on this express train?

In the wave of corporate HR digitalization, is the needs of small and medium -sized enterprises meet?

Wen ｜ Wang Wenjing

Edit ｜ Quincy

Source ｜ 36 氪 Enterprise Service (ID: qifudianping-36kr)

Cover Source ｜ icphoto

Under the influence of the epidemic and economic situation, Chinese companies, especially SMEs, are more urgent to reduce costs through HR digitalization and improve people's effectiveness, thereby alleviating the impact of the epidemic.

According to the "Research Report on Human Resources of Chinese Enterprises" released by Mu Sheng Consultation, in 2021, 50.1%of the investigated companies attach importance to data -based human resources and set up employees or teams responsible for this work to precipitate human resources data data Essence Compared with 2020, this proportion rose 5 percentage points. Airi's relevant reports show that about 35%of enterprises have begun to promote the digitalization of personnel under the catalysis of the epidemic. 31.7%of the enterprises are steadily promoting as planned, and 24.2%of executives indicate that enterprises have plans to increase their investment.

Capital enthusiasm is high, and manufacturers are prosperous. But on the corporate end, there is still a large number of demand vacuum -that is, small and medium -sized enterprises that occupy more than 95%of the market. In the wave of digital HR digitalization, can the needs of these enterprises be met?

The road to digitalization of human resources of small and medium -sized enterprises

HRBP Xiaoxu's biomedical company has recently had the need to purchase HR SaaS. She said that the size of the company has expanded to about 110 people this year. In the past, she could use Excel to handle attendance, salary and performance, but now the huge transactional work is time -consuming, involving many work that requires cross -departmental cooperation. At this time, Excel It exposed all kinds of deficiencies.

"Excel's function is actually very powerful, but the biggest problem is that the collaborativeness is poor. Even if it can be placed on SharePoint, there is still no way to do more permissions. Everything requires HR to check in the background. When encountering problems, when problems, when problems, they encounter problems. Excel is not very sensitive, but it still needs to re -dig data and logic, "she said.

In view of the company's future commercialization goals, Xiaoxu's company decided to promote the selection of HR SaaS products. "On the one hand, improve the feelings of employees and business, on the other hand, prepare for large -scale recruitment and employment in advance, reduce the burden on HR manual work, and focus on the work of COE (expert center) and HRBP Go. "Xiaoxu said.

Picture source: network

Of course, there are also huge number of small and medium -sized enterprises. After purchasing the HR system, it means like a chicken rib. Affected by factors such as its own information level, digital talent reserves, procurement costs, and IT technology capabilities, SMEs are still concerned about complex and expensive HR SaaS.

"The team of less than 100 people is just a HR. Didn't buy a new system for yourself?"

"It's too expensive, the leader feels worthless."

"Because many flashbacks and packet loss have appeared, every time I use the system to report, I will prepare an offline document, I'm afraid of the flashback or stuttering."

"Buying a professional HR system is to do data analysis, but because it does not support custom reports, the result still needs to be directed from the platform, analyzing other software, it feels more troublesome!"

"Employees say that the system is too complicated every time, and then ask HR how to do it."

"I bought a whole set of corporate training systems, and the manufacturer attached courses, thinking that this can meet the requirements of the boss.

Native

We also heard a lot of such voices.

Compared with mature large enterprises, the demand is more complicated due to the stage of small and medium -sized enterprises. According to the research of Iri Consultation, in the early stage of development, it is based on transaction management. The focus scenes include basic personnel files and recruitment management. At this stage, the development of enterprises is weak. It is often used to using traditional manual, offline management methods, data or document loss, error leaks, etc., not to mention that it provides a basis for decision -making based on the development trend of existing data analysis.

Picture source: Iri Consultation

On the whole, the core demands of most small and medium -sized enterprises are still focused on the stage of affairs/informatization management in recruitment, performance, salary and other transactionalization management. However, with the expansion of the size of the enterprise, the focus of the HR department's work will inevitably gradually shift to analytical/strategic management. Both analysis or strategic decision -making deepen data and HR's data analysis capabilities.

When HRD wants to promote the reform of the salary system, how to persuade the boss? When business leader complains that the right talent cannot be found, how does HR deeply excavate talent information? When the employee's departure rate is soaring, is it really just an employee's own problem? All the above scenarios require HR for data back traceability and analysis. But the reality is that most HR only knows its fruit, and it is difficult to rely on the functions provided by the platform/system to obtain insight.

According to the Eri report analysis, in the next five years, SMEs' willingness to pay HR SaaS will continue to grow. But this may depend on HR SaaS's data analysis capabilities.

HR Zhou Yu, who works at a foreign bank, said that 500 companies they are currently using SAP SuccessFactors and Beisen are currently using SAP SuccessFactors. "As a professionals, HR is most important to guide and inspire our HR managers to let them see the value of HR digitalization. This value is definitely not limited to optimizing daily management, but more importantly using data to drive business." Pay attention to Da Da. Customer, head HR SaaS must "live" first

At present, there are two main types of service providers in China HR SaaS: the first category is integrated comprehensive manufacturers, represented by north Sen and Ken Kouchsa. The product function is complete, and the "selection and retention" of talents covering talents.

The second category is vertical module service provider. With MOKA, salaries, 51 social security, Yunxuexue, Gaiya Workers, etc., we have deeply cultivated a certain core module, such as recruitment, salary performance, social security, training, labor management, etc.

In addition to ISV, in the domestic market, SMEs have another choice. With the in -depth enterprise service industry of the Internet giants, nailing, flying books and corporate WeChat are becoming a cost -effective choice for SMEs. For example, Feishu PEOPLE, in May this year, has integrated the original independent human modules such as Flying Book OKR, personnel, recruitment, and performance. Nailing is an ISV manufacturer such as No. 1 direct hire, easy recruitment, Xin recruitment, and intelligent recruitment. Tencent HR assistant and corporate WeChat have been opened, and the functions also cover the entire business process.

But for the integration HR SaaS of large factories, industry people are still in a wait -and -see attitude. Independent ISVs are not waiting. Some manufacturers have begun to provide differentiated services for companies in different scale and industries, accelerate their own transformation, and strive for customers in the region. According to iResearch's report, 50%of the interviewed companies choose to add additional professional vertical module products on the basis of integrated main system. Therefore, providing lightweight custom services and rich API interfaces for small and medium -sized enterprises has also become the entry point for vertical module head manufacturers.

For example, the salary of salary at the beginning of the salary channel has now become an integrated intelligent data HR SaaS system; Gaiya Workers' past main attacking intelligent schedule attendance, and now it has also expanded the product line to labor planning, personnel management and flexible work module; MOKA extends from the recruitment to the personnel management system, and its main "intelligence" has deeply integrated products with AI and RPA technologies to further reduce the use threshold for beginners.

For another example, I personnel through the "standard core+industry expansion+PaaS/low code development" method has realized business support for different scale customer groups. For large and medium -sized enterprises, it is mainly compatible with the existing systems of enterprises, fully considers personalized demands, and provides customized solutions; for small and medium -sized customers, standardized services are provided, the goal is to help enterprises on the digital road from 0 to 1.

In an interview with the founder and CTO Wang Jingfei, Wang Jingfei, the founder and CTO, said, "HR SaaS, which meets the needs of small and medium -sized enterprises, must first achieve the system. Maintain the original work habits of customers; secondly, it is best to include all the modules of human resources, which can complete all human resources management work in one system; again, you need to bring business guidance capabilities, such as internal salary performance schemes, built -in reports, etc., etc. Make a lighter HR also scientifically managed in the early days of the construction of the human resource system; finally, reduce the time cost of customer maintenance server or IT devices.

For small and medium -sized enterprises, the process of the upper system is a business combing and reconstruction process. On the one hand, the best practice of the system -level precipitation can help small and medium -sized enterprises to achieve standardization and process of management; on the other hand, we will also jointly build business with customers during the after -sales stage, and continue to provide online services to help the HR department Reduce use threshold. "

When it comes to the difficulty of digital transformation of human resources, Xiaoxu said: "It is difficult to measure the input -output ratio of HR SaaS is the biggest resistance. Digitalization is a catalyst of scale effects, and large -scale is a digital speed limit factor. Digital transformation is always useful. 20%of investment pry 80%of the leverage. If the company refuses to invest in HR, the HR department will always be an accounting agency. In any company, if you want to be commercialized, the sales team will be paved, the production and sales research research, research and sales research It is difficult to push forward without doing HR digital integration. "

"Compared to asking whether SMEs need to purchase HR SaaS, we should ask HR SaaS how to help the HR department create greater value." An industry insider told us that when the market provides sufficient high -quality management tools, can SMEs can be able to To seize the opportunity of digital transformation, it depends on the courage of the manager.

(The needs of the interviewer, Zhou Yu is a pseudonym)

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