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Overhaulin' Businesses and Processes with HCM technology

By HR Tech Outlook | Tuesday, January 14, 2020

By automating critical tasks, enabling smooth access to data and information, and facilitating the generation of analytics-based insights, HCM technology with HR teams will be laying the foundation for higher talent retention, engagement, and healthy communication with the employees. 

Fremont, CA: Human Capital Management (HCM) technology can assist human resources (HR) teams in enhancing operational efficiency and performance significantly. By automating essential tasks, enabling smooth access to data and information, and facilitating the generation of analytics-based insights, HCM technology lays the foundation for higher talent retention, engagement, and healthy communication with the employees. 

But if HCM technology presents so many benefits, why isn't its application common in more companies, especially if its offerings are game-changing? The answer to the question rests in the execution processes of companies rather than the technology itself. Too often, HR leaders have approached the implementation of new systems as technology projects, instead of considering it a business overhaul. 

Discussed below are three guiding principles the HR teams in the companies should exercise if they seek to enhance the returns in HCM technology.

1. Proactively Plan For Organizational Readiness: 

The main reason why companies end up being disappointed with the new systems is the lack of readiness before the HCM technology adoption. Sound groundwork should be laid by HR leaders to execute the new business process design effectively.

The primary consideration should be based on the technology platform to be implemented. While selecting a new platform, the focus should be on how it helps achieve the sought-after process improvement and fulfill the business goals. The company needs to exercise proper due diligence during the selection stage to include the necessary features necessary. HR leaders need to concentrate more on the system's usability as the fixation on features will not help in goal fulfillment. 

Another crucial piece of the puzzle in terms of organizational readiness is securing the necessary executive support. To gain executive support, HR leaders need to well-define the expected benefits of the project and make a clear business case for the technology. This effort will assist the HR team recruit an executive sponsor who can make the case and sway the organization to take up the initiative for smooth implementation.

   2. Focus on processes before implementation:

Limited benefits are gained if the HR team does not redesign the process in alignment with technology implementation. Mainly, the team will use the new tech platform over an outdated method. To take complete advantage of the latest systems, it is vital to modernize business processes by initiating thorough process documentation outlining the procedure. Next, determining how to leverage the capacities of the new system will result in efficient and effective working. The new technology will pay dividends once a thorough audit and charting process is performed before its commencement. 

3. Effectively Manage Change: 

How HRs manage change is a critical determinant of the success or failure of HCM technology implementation. While embracing new technology and process, the employees tend to alter behaviors most of the time. Therefore, HR leaders must be able to offer a full-fledged technical training on the new systems and an immersive experience on the business process. 

HR leaders should ensure employees' buy-in by setting guidelines for better handling of process and technology changes for an overall improvement of the team's productivity. By doing so, employees are saved from rot and manual processes, enabling them to perform higher-value work, which is ultimately rewarding.

See Also: Top HR Tech Solution Companies

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