There was a lot of wisdom and insight to be gleaned from ConnectingUp's recent technology conference. One thing was clear from conversations with attendees, and that is, many organisations (especially those in the NFP, charity, and social enterprise sectors) are still in the very early stages of their digital transformation journeys. Which makes getting educated about the ins and outs, (and the highs and lows) of technology, an essential part of the equation. As with everything in life (especially during the last twelve months), even technology itself must undergo a process of transformation in order to remain relevant. In this week's blog, we explore the evolution of HR software from product to platform.

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Configuration is King. This is especially true for commercial / business solutions (as opposed to those we use for our personal needs). Like most things in life, they're designed fit within the bell curve so as to meet most of the needs of most of the businesses that use the product. The problem with that is, the majority of organisations have a unique operational fingerprint and a 'one-size-fits-all' solution just doesn't work for them. That's where the 'configurability' of the software you use comes into play. Pay attention, because going forward - software configurability is going to play a critical role in the things that matter most to business: time, money, user experience and future-proofing your organisation. In this week's HR Blog we unpack HR software configuration and why it matters for HR best practice.

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