As someone who may not be as tech-savvy as I would like to be, one thing I do deeply understand is the nuances of HR Tech and how to make it work for organizations. Over the course of my career, I have observed what works and what fails when implementing and using technology in HR.
Technology has significantly impacted almost every aspect of our lives and revolutionized the way we work. The HR industry is no exception. According to HR Technologist’s “Top HR Tech Companies to Watch in 2021” report, there are thousands of HR tech products in existence, and the number only continues to grow. However, even the most highly rated or the most popular platform can fail in a particular environment.
From my decades of experience, I have learned that the success of adoption has a high dependence on three factors: a) experts who can translate HR architecture to tech language, b) the overall HR architecture itself, and c) the relevance to the organization (including the chosen platform, HR processes, user experience, employee experience goals, and productivity).
The adoption of HR technology is driven by the need to automate manual processes, improve efficiency, reduce errors, and enhance the employee experience. As technology continues to advance, companies of all sizes will continue to adopt HR technology to remain competitive and meet the evolving needs of their people. The need could be one or many of these – Automation of HR processes, Employee Experience, Data Access and Analysis, and Remote Work. However, it has to meet the core objective of all of the above to be truly impactful.
Companies adopt HR technology at different stages depending on their size, industry, and specific needs. Small organizations with fewer than 50 employees may start using HR technology when they experience rapid growth that requires more efficient HR processes. Mid-sized companies with 50-500 employees often adopt HR technology when they start to experience pain points with manual HR processes. Large enterprises with over 500 employees are more likely to have already adopted HR technology, but they may continue to invest to improve efficiency, better integration and cohesiveness, or to support global operations.
It is imperative to keep the following challenges in mind to avoid either repetitive roadblocks or sub-optimal integration: i) Data Accuracy, Privacy, and Security, ii) Tech Selection, Adoption, and Orientation, iii) Short-term vs Long-term Cost, iv) Integration with Existing Systems, and v) Sustainable and Future-ready.
The adoption of HR technology presents more opportunities than challenges, by investing in the most suitable technology and engaging the right people to implement it. It will then drive business results and create a more engaging and fulfilling employee experience.
