By Jaianand Harikrishnan
Just like technology adds value to our lives, business and HR leaders understand that HR technology can add significant value for their organisations. HR technology delivers value in both direct and indirect ways.
One of the immediate and direct values that an HR technology provides to an organisation is optimised work and cost efficiencies due to automated and streamlined HR activities and processes. Some of the best known values that an HR technology produces were and are indirect – for example, it shapes workplace culture, improves employee engagement, strengthens the brand, and fosters a nurturing work environment. Most of all, it helps an organisation perform better financially (even though the HR applications are not a client-facing technology investment).
There’s no denying the fact that technology enables business value in terms of revenue growth, profitability, improved performance and overall competitiveness. But some organisations are not realising the full potential value of their technology investments. Given the clear benefits an HR technology offers, how can leaders ensure that their HR tech delivers value for their organisation? Here are few suggestions.
Whether you have implemented a solution to take care of one HR process or you have embraced an all-encompassing HCM, these powerful solutions need continued management and attention. Once the new technology is up and running (the prospect of which sounds good), life in the organisation probably might not be perfect. But probably it could be better than it was before. But for this to happen, the technology has to be used by the intended group of users, maintained well, and supported properly. Moreover, user groups must be equipped with relevant training and support on an ongoing basis. It’s only after these activities are established well, then one can expect to see a difference in the way the organisation operates.
To realise full value from the technology investments, the HR solution needs innovative features and upgrades as the organisational needs and goals change over time. Today’s HR applications can be optimised or reconfigured to support an organisation’s both actual demand and unpredictable demands. Leaders must strive to assess their HR technology strategy regularly and see if the solutions are aligned with the changing needs and goals.
The next goal is to ensure getting regular updates and patches for implemented systems. Any system requires regular attention and management. Ensure that implemented systems have a proven track record of smooth updates and transitions. Leaders can also keep a tab on the system’s lifecycle in terms of when the next upgrade or version is scheduled to be released, what are the implications of those updates, and how to communicate the updates clearly and in timely manner to benefit from the new capabilities and functionalities.
The best way to manage these complex activities is by establishing a transition plan in place. For instance, based on the upcoming changes, leaders can start preparing an end-of-lifecycle transition plan for a particular program. This plan can include everything from communicating with your HR technology provider’s support team to keeping your own relevant employees informed about the upcoming changes.
Finally, HR leaders can consider reviewing their HR Technology strategy at regular intervals that works best for their organisation. This not only ensures that their HR solutions have the continuous management and attention they require but also helps leaders in identifying which applications should be discontinued, which ones need enhancements or integrations, and determine whether new technologies are required altogether to support larger transformation.
HR tech is an essential tool for modern organisations looking to optimise their workforce management processes. However, simply implementing HR tech solutions is not enough to guarantee success. It is important to carefully evaluate the needs of your organisation and choose HR tech solutions that align with your goals and values. Additionally, ensuring effective adoption and use of HR tech solutions requires a concerted effort to train and educate employees and leadership on their benefits and proper use. Regularly reviewing and refining HR tech processes can help ensure ongoing value and return on investment. With these strategies in mind, organisations can successfully leverage HR tech to streamline their processes, improve their bottom line, and better support their employees.
JaiAnand HariKrishnan brings over 23 years of experience in Technology and Operations at AscentHR, where he works with the sales, marketing and IT departments in developing and implementing HRMS.
Prior to joining AscentHR, JaiAnand was associated with HDFC Life, Polaris Software Labs and Regen Powertech. He brings cross-functional expertise of leading teams in fields like Information Technology, Engineering & Manufacturing, Insurance and Capital market, making his resume unique. He has experience in various areas, including Project Delivery Management, Application Development and Customer Support.
JaiAnand holds Master of Engineering degree from the College of Engineering, Guindy. Additionally, JaiAnand holds several professional certifications, including Project Management Professional (PMP), Certified Scrum Master, and IT Infrastructure Library (ITIL) Foundation certification, and the views expressed in this article are his own
