According to research, the HR Technology industry in India is worth around $34 billion. An average organization spends around $2,000 on different HR tools and services per employee per year and that is definitely a considerable figure!
HR technology is a giant marketplace today. Traditionally, workforce management software were limited to a few standard processes like payroll management, attendance & leave management. But currently, organizations have started leveraging HR technology for different other processes like performance management, reward & recognition, employee engagement, learning and development, talent recruitment & on-boarding, people analytics, etc. which are focused to solve real business problems.
Here are a few best practices, that we recommend for your successful HR technology implementation.
Analyze what your organization needs
First and foremost, try analyzing the core need of your organization. We understand that it is tough to stand out in the current competitive edge and you must be in haste to adopt a technology. But it is also important to first collate the data and get insights. Understand the main areas where your organization actually needs more care. Take some time to understand and analyze what your organization can gain by implementing the HR Tech Software.
Incorporate what fits in with your existing system
Many organizations already have a system to manage their workforce in place. Instead of shifting to a full-fledged HRMS system, companies are now shifting to niche service providers for cost reduction and easy implementation process. But as an HR leader, you have to examine the core problems of your organization. For example, are you facing problems in managing your frontline workforce? Or are you looking for an end-to-end system that can support your entire hire to retire process? Whatever the problem may be but as an HR manager, you need to analyze whether the new HR tech can be incorporated into your existing system. Because a higher number of tech systems could lead to weaker spots and replacing an old system not only saves on costs but also cuts the time required to manage your workforce efficiently.
Communicate the benefits of the HR Tech properly
It is extremely crucial that an HR Manager should state the need for the new HR tech to the stakeholders properly. You should definitely talk about how it can bring a change to your current systems making lives easier for everyone. Identify difficulties in adopting a new HR Tech System, and create a room for everyone to talk about the feedback and the issues they are facing. We know, changes can be difficult but managing that change efficiently reduces roadblocks.
Integration of application for a long-term growth
It is very important to understand that every business wants to grow no matter what’s their current size. A cost-effective niche service provider can work great for your organization. But you have to think about the long-term scenarios. For example, is this new tech system good enough for your organization’s growth or is this matching up with future HR trends of upcoming year? Hence the HR Tech you might be selecting for your organization should be easily scalable to meet your business’s growth pattern.
Adoption is the key
The current remote working scenarios has made talent management employee retention & attrition the main challenge for any organization. So, your ultimate focus should be on considering all elements of maximizing the adoption of new HR tech implementation. Some of the core elements are providing initial training, sharing documentation, ease of navigation etc. Our tip here is to introduce gamification into this picture. By launching some gamified contests with real-time scores can increase the chances of adoption with ease.
What have been your biggest challenges with the new HR tech implementation in your organization? We’d love to hear your thoughts.
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