2022 was my first time attending the HR Technology Conference & Expo, and I left feeling overwhelmed by the sheer number of vendors at the Expo Hall. Attending again in 2023, it hit me again: “How does someone even start thinking about whether to replace their technology when 500+ vendors are offering so many different directions to go?”
If you’re not sure you’re ready to change your HR technology, what questions should you be asking? Here are the top 3 questions to ask:
1. Has your organization recently undergone restructuring or other significant changes of instability?
Mergers and acquisitions, reductions in force, and other major changes can lead to periods of instability. You may believe that considering a large-scale HR digital transformation could result in greater instability. Before taking this option entirely off the table, I recommend bringing in an expert to add an external perspective. They will support you in reviewing your current people processes and technology against future state needs. A major change is the exact right time to assess whether your existing technology will be able to support the new structures and processes you’ll need for your organization.
2. Are you experiencing rapid growth?
Periods of rapid growth invite the opportunity to reassess people processes and technology. Establish a clear strategy, vision, and objectives for the future state of your organization. If you aren’t sure where to start, external consultants can bring expertise and best practices to ground you in focusing on:
- Defining your business needs and requirements,
- Assessing organization structure and resources,
- The efficiency and effectiveness of your people.
Can your existing technology support your future, larger organization? Ensure your HCM systems are configured to improve organizational efficiency as your organization grows and avoid the trap of increasing headcount to compensate.
3. What if I don’t have any of the above-noted business changes? Why would I want to look at my technology and processes now?
It’s always a good time to start a conversation to evaluate your people and processes. The perfect time to embark on a technology transformation assessment is well before any major business changes so you can make decisions strategically. If you haven’t evaluated your processes or technology in the last 3-5 years, the reality is that you are probably not executing standards or best practices. If I learned anything from attending HR Tech the previous two years, technology changes dramatically, even from one year to the next. An annual review of your technology and people processes would help you leverage your technology effectively and make appropriate updates based on the latest and greatest technological trends and functionality.
It’s well known that while implementations are incredible opportunities for change and improvements, getting through one takes significant time and effort. That’s why I recommend assessing your people processes and technology without the assumption of needing to implement new systems. Keep the focus on ensuring your organization operates as efficiently and effectively as possible.
You may find that you need new technology, and implementation should not be considered lightly. Doing the work upfront to take stock of your people processes and technology needs will ensure a smoother and more successful implementation.
Our Strategic Services team offers a People Processes Operational Assessment (PPOA) program designed specifically to support organizations considering HR digital transformation projects.
To learn more about how our Strategic Services Team can assist your organization request a consultation here.
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About the Author
Renee Gross is a Senior Strategic Solutions Consultant within our Strategic Services practice. She joined HRchitect in 2021 and brings over 5 years of Human Resources practitioner experience to the team. Renee is a Certified Professional with the Society of Human Resource Management (SHRM).
To learn more about Renee’s background, please visit her profile on LinkedIn.