Dive Brief:
- Writing at HREOnline, Steve Boese, who runs the HR Tech Conference, shared some of the common questions he hears when presenting on HR technology to HR audiences.
- Technology continues to pose difficult challenges for HR executives and leaders.
- Some common questions relate to having a single or an integrated HR System (with "best" solutions), how to ensure HR technology projects succeed, and finally, whether or not HR should use consultants to help with HR technology projects if they are not experienced with implementations.
Dive Insight:
When it comes to integrated vs. a unified HR system, Boese says each employer must decide how their workforces create value, the nature of their business strategy and how these facets influence what kinds of technologies can support them. So there is no single “right” answer, but only a right answer for each organization, achieveable only by prioritizing systems needs around where, how and through whom the organization drives value and results.
In terms of failure or success, Boese says once a project gets underway, initial definitions are expanded to include either new technologies, additional process areas or more users. These expansions in the project scope typically do not get commensurate expansions in time, resource allocations and/or budget to implement, which leads to missed deadlines and cost overruns.
But should you use a consultant? Boese says the answer is “probably,” especially if the HR organization is new to software implementation, project planning, testing, developing user cases and scenarios, creating and executing a change management and communication plan, and managing the relationship with the software provider.
