Introduction

In this series on “The Art of Successful HR Technology Deployments”, we discussed the costs and causes of HR Technology deployment failures.

In the final article, we explore the capabilities required of HR Professionals to help minimize these failures.

Successful HR Technology adoption depends on:

• Clarity of purpose (Strategy)
• Execution in sync with the strategy

The realization of these factors depends on the HR, IT and System Integrator teams playing critical roles and working in collaboration. While each team brings their respective expertise to the table, this article explores the following hypothesis.

Hypothesis

HR’s understanding of technology concepts has a direct impact on the realization of the successful HR Technology deployment

Let’s put this hypothesis to the test by examining how the development of technology capabilities by HR professionals have a bearing on the outcomes.

Critical Analysis

The primary objective of technology adoption to support HR processes is to help HR deliver a seamless service experience to the workforce and the business.

Technology Capabilities Required of HR Professionals

The model represented in the image classifies the technology capabilities required of HR professionals into “Awareness”, “Lifecycle” and “Capabilities” blocks.

Awareness: The awareness block represents the capability needs of HR professionals to orchestrate the alignment of HR Approach, HR Strategy and HR Technology. Further, they are crucial knowledge areas required to select the right applications to meet the strategic needs and operational needs of the organization.

Lifecycle: HR Technology operates in a continuum from inception to sunset. Each phase within the lifecycle requires different types of actions to be taken by HR professionals. Therefore, understanding the focus of each phase and the activities within it, enables HR professionals to engage with the appropriate mindset.

Capabilities: The elements in the capability block are the key skills that HR professionals must demonstrate to realize the stated strategy (execution). Possessing these capabilities enables HR professionals to:

• Translate strategy into the process and policies
• Converting them into requirements

• Mapping these requirements to the chosen application
• Identifying the potential solution approaches

• Evaluating the solution alternatives, and selecting the optimal solution inclusive of the configuration approach, workflow needs, validations, reporting and integration points etc.

Manifestations of Success

When HR professionals bring their understanding of the domain and the understanding of technology capabilities to the table:

• HR Professionals in the organization are actively involved in HR Technology initiatives.

• There is close collaboration between the HR & IT teams.

• The application landscape mirrors the HR Approach, organizational structure & processes.

• There is a balanced heterogeneity of applications in the landscape.

• Cost of ownership and support is optimal.

• Application landscape meets the operational and strategic needs of the organization.

• The application environment is stable.

• Error rates observed are low and are not repetitive in nature.

• Adding new technology components does not require rework.

• There is trust in the information derived from the applications in the landscape.

• The information is secure, and confidentiality is maintained.

• Applications are not replaced without clear and objective reasons.

• The workforce trusts that the adoption of technology adds value, and hence change resistance is reduced.

Call to Action

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Enroll in the 45 day HR Technology Masterclass to develop these core capabilities and deliver value.