Navigating the decision-making process for HR technology can be a complex task. So we’ve gathered insights from professionals, including a domain expert and a founder. Their advice ranges from adopting a systematic approach to HR tech implementation to defining goals and assessing potential HR tech impact.
Take a Systematic Approach to HR Tech Implementation
Given our organization’s dynamic and forward-thinking nature, we opted for a systematic approach to ensure the decision to incorporate HR tech was a significant one. It started by addressing “why, when, what, who and how” in the context of HR tech implementation to ensure that our adoption was not superficial or merely a token gesture.
- Emphasizing the definition of the business benefits (why) was paramount to assess the organization’s readiness and to be fully prepared for its integration (when).
- The identification of HR processes (what) that could benefit from tech was another critical aspect. Since HR tech affects every employee, we needed to focus on re-engineering processes for a successful implementation.
- In this context, identifying change agents (who) and determining the most appropriate method (how) were needed to ensure a smooth transition.
This approach, which can be customized to suit an organization’s needs, proved to be effective in implementing and guiding our leadership team.
Domain Expert, NamanHR
Select HR Tech Based on Speed-Enabling Metrics
We guide the leadership team through the decision-making process to select HR or learning technologies based on those metrics that ensure a speed-enabling ecosystem with the help of these technologies.
The key challenge now is to understand if and how a given technology helps in accelerating the readiness and performance of employees at the speed of business. However, more often, the technology selection is led by or gated by IT teams, rather than by the business unit heads. The IT team’s focus generally is on KPIs like counter-obsolescence, operational efficiency, process automation, project effectiveness, user experience and cost saving as a result of new technologies.
Their KPIs are not the metrics on employee development speed. Thus, the criteria for selection do not cater to the ability of technology to enable leaders to track and shorten time-to-proficiency, among other employee development metrics. Thus, we guide leaders to drive technology selection with such metrics (among others) with IT teams.
Dr. Raman K. Attri
Coach to Chief Learning Officers, GetThereFaster
Align HR Tech with Business Goals
I facilitated the decision-making process by aligning HR technology with our business goals. To guide the leadership team, I emphasized understanding our specific needs and demonstrating the technology’s value and potential impact on our operations. I ensured open discussions, considering various perspectives and concerns.
Moreover, I emphasized data-driven insights to showcase how the technology would streamline processes and enhance overall efficiency. Presenting precise ROI projections and addressing potential challenges proved crucial in gaining leadership support for adopting HR technology.
By focusing on practical implications and aligning the technology with our objectives, we made an informed decision that best suited our organization’s needs.
CTO and Founder, Ubuy Kuwait
Define Goals and Assess Potential HR Tech Impact
In guiding my leadership team through HR technology decisions, I emphasized the alignment of technology with our core objectives.
First, I ensured that we clearly defined our goals, understanding the pain points we aimed to address. Leveraging insights from our HR management clients and their seasoned HR leaders, we gathered real-world feedback on various solutions. This invaluable input, combined with our team’s in-depth software product analyses, allowed us to assess each technology’s potential impact.
We then prioritized technologies that promised efficiency, scalability, and a user-friendly experience for our team. A pivotal decision was adopting a tool that streamlined our internal communications, leading to a 20% increase in team collaboration and a notable reduction in onboarding times. Making informed, goal-driven choices has been instrumental in our continued success.