Technology has changed the way HR professionals do their jobs. With ever-growing innovation, HR professionals are urged to leverage technology to support better efficiency and productivity. In sync with the latest trend, more companies are investing money to purchase and implement HR tech in order to upkeep the performance of their HR department.
However, the success of HR in managing human capital cannot be solely defined by the use of HR technology alone. More than this, the success of the system is highly determined by the human management which takes control of the technology. As a consequence, precise strategy and approach is crucial to make the best of HR technology to meet overall business goals.
Here are three steps on developing HR technology to revamp business operation:
Prepare HR talents
There are various challenges every business organisation has to deal with in this globalisation era, such as rapid technological advancements and severe business competition. As the frontline manager, it becomes important for a HR professional to lead the organisation in the process of HR tech implementation.
However, as stated previously, any system will not be able to run smoothly if it is not supported by a capable expertise. Therefore, it is vital to prepare all elements of the HR department to welcome digital transformation and embrace technology to find solutions that address company concerns. As a HR leader, you should learn how employees work on a daily basis and find out how technology can be leveraged to help them perform better.
Create a vision
What do you want to achieve from the implementation of HR technology? What is the key function of HR department in the company? The implementation of HR technology should be optimised beyond effectiveness and efficiency. You should be able to take advantage of technology and leverage on performances across all lines within the organisation.
Define the purpose of HR, what you want to achieve, what should be improved, and how you can do it. You need to evaluate past and current challenges, observe how they can help improve quality of the HR department, determine the vision or outcomes that you want to attain for the short and long term plans.
For example, if you want to begin automating your onboarding process for new hires, you should ask a few questions beforehand, such as; what can the technology do? How could the system help HR do better jobs? Is the cost worth the advantage it provides? What impact will be obtained? Map out a vision with simple visual chart such that it will be easier to explain and socialise the strategy to the employees.
Align with business goals
The implementation of HR technology without proper consideration of aligning them with business goals is just like planning to build a house without the foundation stone. It will most likely fail and the advantages of technology cannot be fully reaped, since there is no strong base to support growth.
You have to observe more deeply into the business priorities and evaluate which current system works and what does not. Understand the internal and external business environment, as well as how your company integrates with the system.
Additionally, you also need to have extensive knowledge about the company’s short and long term objectives as well as critical business areas that require additional functionality. By doing so, you can align business interests and goals with HR technology. Furthermore, this strategy allows an organisation to better adapt to all market shifts and changes.