Aug 21, 2019 | Clare Chiappetta
Making the Business Case for Investing in New HR Technology
In a rapidly changing business landscape, it’s important to keep an eye out for new technology. In fact, 70% of HR managers believe their HR technology is outdated. But you’re hardly alone if you find the thought of sorting through countless web pages of new technology paralyzing.
So what can your team do?
There almost certainly are some HR tech options that can help your team be more effective. But making the right choices for your team isn’t as simple as jumping on the bandwagon for the next new thing. “When it comes to technology, keep people at the center of your decision-making process,” says Ellen Mullarkey, vice president of business development at Messina Group Staffing. “Rather than force a new technology on people, or force people to adapt to something new, understand what behaviors and needs the people have and find the solution to fit those needs.”
Here are three things to consider when deciding which HR tech product is right for your organization.
It Pays to Go Custom
HR technology is a strategic investment. “With time freed up from administrative tasks, HR teams can spend more time looking at an organization’s ultimate goals,” says Michael Roloson, director of business development at PEO Focus. “Then they can invest their expertise and their education into developing talent management.”
Customized solutions might be pricier, but you’ll get tech tailored to your needs. You know your team better than a tech company, so customization makes implementation much easier. “With a customized solution, adoption and efficacy rates will rise while frustration and pain points will fall,” Mullarkey says.
Know Your Employees’ Needs
As an HR leader you’re in the business of people, so make sure those people are represented and have a voice in the decision to take on new technology. “Depending on your time and budget constraints, consider sending out a survey, conducting focus groups or having a technology thought group,” Mullarkey says.
Roloson says you should consider the needs of your team when determining your priorities for new technology. “It’s imperative to connect the needs of your people with your needs,” he says. “HR teams can assist in making this a smooth process by knowing exactly what they want the technology to achieve and what parameters and reports are desired initially for their company.”
Know What You’re Getting Into, and Plan for Trial and Error
Be sure to have a tech consultant run demonstrations of software before you make any commitments. “This sounds obvious, but it’s actually overlooked often,” Roloson says. “There is more HR tech out there than ever before, and running a demonstration is a crucial step in determining whether or not a particular technology meets your needs.”
With any new technology, you shouldn’t expect implementation to be easy. In fact, you should plan to take an agile, iterative approach. This will help you identify implementation problems so can they be dealt with on a small, manageable scale. “The whole process can seem to eat up a lot of time, but the more time you invest on the front end, the better your results will be,” Mullarkey says.