Organizations today are operating in an uncertain, complex, and an increasingly volatile world. With innovations happening at earth-shattering pace, it’s difficult to keep up with an evolving landscape. The HR function is facing new demands which require quick, and fitting adaptation to the new mission. That’s why, while buying a new HR Technology, you need to keep a balance. With talent at the top of the agenda, you need to look at the challenges before investing in the new-age HR technology solutions. Let’s take a couple of real-life examples to understand the context.
The curious case of John and Anita!
John – The Manual Workhorse
John spends countless hours each day going through complex emails, lengthy spreadsheets, plus a whole lot of manual data that comes through offline and various unorganized online systems. If there is a critical decision that needs to be made on an urgent basis, John drops every other thing and pulls up the data manually to produce a report for seniors. Since there is a lot of panic, all ongoing work including the billable projects will immediately stop until the requested information is needed.
Anita – The Automation Rockstar
Compare this to Anita, who doesn’t have to maintain even a single spreadsheet. She doesn’t have to contact every other employee to get the necessary data points to make a report. No need to scan through numerous emails. The automated HRMS solution utilizes a customized workflow that takes care of all the complexities giving her enough time to actually come up with valuable insights. She can deliver the reports, evaluations, and valuable data points to her boss, which helps the CIO to make a quick and well-thought-out decision.
So, what is the one significant difference here?
You see, Anita’s bosses were intelligent and proactive enough to invest in a cloud HR software system that streamlined every part of their business with customized workflows. All they did was buy a latest HR technology solution and put all their efforts in the adoption of the new cloud HR software.
Taking this forward, if you are deeply worried about fixing the nuts and bolts of your business, answer the 6 questions listed here :
- As a leader, do you have to worry about the basic HR tasks?
- Does your existing system allow ‘easy to configure workflow’ processes?
- Is all of your data easily available for every function in the organization?
- Does your existing HR technology work across functions?
- Is your company able to align employee goals with a clear visibility into the approval status of their daily transactions?
- Do the managers have direct real-time access to relevant analytics?
If you answered ‘NO’ to most of these questions.. You need a clear change!
- This is the perfect time to re-evaluate and adopt a smart SaaS for Human Resource Management for more effectiveness and productivity. The modern HR technology solutions are virtually limitless yet it’s difficult to zero-in on an HRMS solutions that suits your needs. Also, to get the most out of this new investment, each and every employee has to buy-in and adopt the change. How do you introduce the idea of a new HR technology solutions and encourage a high level of adoption? Read on to find out.
- What’s in it for everyone (other than Admin/HR)
Ideally, an HR technology is there to reduce the cumbersome, manual processes for every department. The adoption of a web based HRMS solution should attract every stakeholder within the organization. Ensure that every department understands the importance keeping in mind ‘what’s in it for them’. The idea is to simplify the self-management experience and reduce the number of transactions for everyone.
- Do you need all the bells and whistles
It’s also not difficult to get caught up in all the latest trappings and new features you might not need. If your first preference is to reduce the dependency on conventional IT systems with a better employee engagement atmosphere, you should only focus on these features while selecting a product. Always choose a provider that offers the exact options that you need.
- Degree of adoption
The extent of acceptance will always be directly proportional to who do you drive your business case with. That’s why you need to convince your internal stakeholders like CFO, CIO to fight for an actual problem that you want to solve. You need to prove the new analytics and metrics will help them make smarter decisions. Opening a dialogue with your C-suite will also help employees stay more invested in the change. Once you have the support from the topmost level, the approval & adoption of any HR technology will gain momentum and instill the confidence among other stakeholders.
- Fight against common perception
While proposing the new HR SaaS solution, the perception that technology offerings are very expensive, or too complex, is completely wrong. The fact is, people are not even aware of the solutions available in the market and how easy it is to implement them. That’s why it’s important to inform and communicate at each stage.
- Training, training, and more training
Understanding a new system or a technology is not an easy task. Each stakeholder should be confident about a continued training program which should be accessible to everyone for at least first three months, till the time everyone is comfortable and competent with the new technology. Awarding a certificate of completion is also a great idea.
There is a general consensus that ERP’s take forever. That’s precisely the reason why modern HR SaaS solutions really work well. The learning curve is minimal and ROI is generally high. You can easily create solutions that are uniquely designed to suit the needs of your people. The only trick is to gain buy-in at every stage.
If a big chunk of your employees fail to understand and embrace the change, you’ll not get any long-term value and the new tech is likely to lose its shine with time. That’s why it’s important to have every stakeholder on board. In essence, it’s time to take action, unless you want to kiss goodbye to any ROI from the new HR technology.