The Human Resources (HR) department is the eyes and heart of an organization. If both these vital organs are not functioning properly, the health of your company is in danger. Thanks to new HR tech, streamlining the function of every single department and establishing performance metrics at different levels has now become easier. However, implementing HR technology is not that simple. You can develop your employees’ skill through training, but putting something new into use and expecting employees to become proficient in it can be a tightrope walk. If your employees are not able to adopt the new HR technology, you won’t see the desired results. Therefore, when you’re implementing it, think whether they would be able to use it or not.
Since you are trying to bring a change in your company, you should follow these four tips on implementing HR technology to ensure that adaptation isn’t an issue and that you maximize the benefits of your investment.
Involve Stakeholders and Employees
When you are planning to implement HR technology in your company, you need to inform stakeholders and employees on your plans before you act. This will prepare them for the changes ahead. If you don’t give them any prior notice, they may be caught off guard and this can influence their attitude towards the new advances. If they are unwilling to adopt the new technology, no amount of training will compensate for a negative attitude. Essentially, the key here is to address their mindset. Also, if you communicate your intentions clearly, the relevant personnel can also pose any questions that arise, and finding answers to their queries will help you to improve the implementation process. You should also consider how the HR technology will simplify processes for your employees and what benefits it can add to the company.
Involving all relevant people in the implementation process is one effective way of successfully implementing HR technologies.
Invite Professionals in Your Industry to Speak on the New Technology
HR technology is catching up with advances in industry, and companies are willing to invest in it since they believe it can help them to develop more effective HR strategies. If you have decided to implement a new HR technology, based on their belief, it would be wiser to speak to HR personnel or employers who have already done so. This way, you will get a clear idea of whether the new technology is really effective or just a waste of time and money. You will also get advice on the best steps to take for putting the software into use and it may. Taking help of someone from the same industry can also help in obtaining a broader perspective of the new system and what it can achieve. They may also suggest the changes you need to make in your company’s hardware and software before integrating the new system. If possible, ask a relevant professional to visit your company and give a demonstration of the new system to your employees.
Train Your Employees
Though HR professionals in your company are capable of working with computers, they may not be particularly tech-savvy, and they may have some limitations when it comes to using new technology. Therefore, training your HR employees up on the new software will also be essential.
Once the new software has been installed, schedule training according to the number of personnel. If you have a large headcount, it may be best to divide them into groups. If possible, ask the technology provider to dedicate an appropriate amount of time to training, so that all the employees can start working with the new software immediately. However, you need to cross-check with all the trainees if they have understood the new system and its use properly. Realistically, just one training session won’t be sufficient — you’ll need to schedule another training session after a few days to ensure that everyone is proficient.
When you are investing in new HR technology, spending time on training your employees is essential, and selecting a vendor or technology provider that will help to train your employees is a huge advantage.
Implement HR Technology in Phases
Not every investment in new technology is a success. There are many instances in which employers have suffered huge losses when trying to introduce technological changes. To avoid such losses, it’s better to implement a new system in phases; this will give your HR personnel sufficient time to familiarize themselves with it, to understand its purpose and get used to its features. A key part of this process is explaining the advantages of shifting to the new technology. If they understand the positive impact the change will have, they are more likely to take an active role in the implementation of the HR technology and to use it efficiently.
If you think back over the last six years, the implementation of HR objectives and the role of an organization’s HR advisor have totally changed. Adopting new advances in technology is a requirement of the times; however, considering the consequences of its implementation is also necessary. Taking the wrong approach or failing to consider all aspects of the change can make the process costly, or in the worst-case scenario make it necessary to return to the old system. To ensure that your implementation of HR technology is successfully, be sure to follow the four steps outlined above.
Harmion Morris is a career adviser by profession. She is always eager to share her knowledge and experiences on various topics related to myriads of professions through her blogs and articles and has been doing so for the last six years.
Social Media Links: