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It’s no secret that organizations are increasingly buying and implementing new HR technology to improve their human resource processes. But, technology selection is only half the battle. Success of the system also depends on human engagement. To ensure strategic alignment on both fronts, organizations must design an HR technology plan that meets current and future business needs. Here are five steps to building the consummate HR technology strategy.
Embrace HR’s Strategic Role
Today’s organizations face a number of mounting pressures – such as increasing globalization, fiercer competition, rapid technological change and a high rate of organizational change. HR plays a vital role in guiding organizations through these transitions. When the need for new technology arises, HR must be prepared to lead, implement and maintain the strategy.
Assess the Current Environment
The framework for an HR technology strategy is similar to that of a business case, which explains the problem and justifies the solution. Start by examining the issues with your current HR system.
For example, you outsource payroll and use an on-premise HR solution, resulting in:
Define Current and Future Needs
After evaluating your current system, strategize the outcome. For example:
HR and technology are evolving swiftly, so a system that’s adaptable to future organizational changes is essential to maintaining a competitive edge. According to the Information Services Group (ISG), a future-state strategy includes a system that:
Aim for Shared Vision
Your HR technology strategy should be founded on a shared vision, which can give you greater insight into how the new technology will impact business goals. To achieve a shared vision:
If the strategy does not align with business goals, revisit the disparities with stakeholders to determine available recourses.
Prepare for Delivery
To help ensure a positive experience across the organization:
Your HR technology strategy needs to clearly depict what HR processes need to change, why they should change, the role of technology in the change, and how the change aligns with organizational goals. Appropriate execution of the strategy, however, is the deciding factor of success.