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C-Suite: How the Right HR Tech Elevates Your Organization

By now, you’ve probably had more than a few conversations about “digital transformation” with your C-suite colleagues. And you’ve likely seen how recent challenges shifted the concept from an idea to reality for almost every industry.

This isn’t anything new. In fact, a 2018 survey conducted by Tech Pro Research revealed most organizations had a digital transformation strategy either planned or already in place well before 2020, motivated by:

  • paper reduction
  • online training
  • greater IT automation
  • stronger data for risk management and sales prediction

While these factors haven’t evaporated in 2022, knowing your workforce technology is capable of addressing them has moved from ideal to necessary.

But how do you confirm your HR tech provider not only addresses these needs, but does so securely and efficiently? Let’s dive deeper:


HR powers several of a business’s most important processes — like engaging employees, ensuring compliance and running payroll — and it’s your responsibility to protect the data driving them.

Yet according to a late-2021 survey of 800 U.S. C-level executives conducted by Pollfish and commissioned by Paycom, 73% of them claim they don’t have a definite contingency plan for if their HR and payroll were compromised, and 10% have no plan whatsoever!

""In the same study, 56% of leaders say they would switch providers if they experienced a significant HR and payroll outage due to a security issue. In fact, 63% would pay more for software they know is more secure than other options.

This concern over payroll isn’t without justification. In a 2021 survey conducted by The Harris Poll on behalf of Paycom, 51% of employees say they would look for a new job if they experienced any errors with their pay. Could you afford to lose over half of your workforce to a preventable issue?

Probably not, which is why it’s crucial to ensure a prospective HR tech provider:

When tech secures enterprise data and protects from potential compliance vulnerabilities, it’s easier to focus on enhancing operations.


Security is key, but HR tech also needs to provide measurable results. Less time spent struggling with inefficient tools means the entire C-suite and HR can focus on more important things like strategy, production, long-term goals, employee wellness and more.

As you evaluate an HR tech provider, make sure your choices are informed by your employees. For example, a single, easy-to-use software housing all the tools a workforce needs through one login resolves the top employee frustration.

Those same tools should also:

  • require no integration
  • eliminate manual data entry and reentry
  • help automate workflows
  • lower labor costs
  • provide support via a dedicated specialist
  • scale with your needs
  • free you from multiple, disjointed HR systems

Ultimately, the right tech should champion employees while making their work lives — and those of the C-suite leading them — safer, simpler and more successful.

For more information about choosing the best HR tech provider, read our playbook. And explore Paycom to see how it helps overcome security concerns, enhances efficiency and more!

DISCLAIMER: The information provided herein does not constitute the provision of legal advice, tax advice, accounting services or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional legal, tax, accounting or other professional advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation and for your particular state(s) of operation.