Written by Reggie Wilson
One of the more perplexing challenges that I have encountered with HR decision makers has been a lack of awareness as it concerns the architecture of their current HCM systems. Believe it or not, this is a regular occurrence in the age of subscription-based cloud HCM systems.
So how and why does this situation occur? It’s not intentional – these HR decision makers have a lot on their plate, and since time has passed since the initial go-live, the specifics of their software purchase aren’t top of mind. Typically, this lack of awareness happens in situations where the scope of the existing platforms has been expanded after the initial system go-live has been completed. Perhaps additional modules have been purchased with no plans in place for deployment or for integrating with the employee population. Sometimes stakeholders have not been identified for the expansion modules, therefore ownership languishes, which in turn leaves the added functionality in limbo. Situations like this can linger for years before ever being addressed, which is a huge waste of financial resources.
Other factors that result in lack of awareness around current HCM systems inventory include:
- Lack of communication internally, which can result in a tough time yielding buy-in to prioritize the deployment of modules that are currently dormant, over other HR/HCM technology projects.
- The absence of a subject matter expert (SME), and the resulting lack of training, like workshops, for end users. Without an SME, there is no awareness of the additional functionality that could make using the system more efficient for end user employees, mid-level managers, or others in the HR department. Having an SME to champion your systems internally makes a big difference.
- An effective change management program is non-existent, therefore the incentive and awareness to embrace the overall platform is also non-existent.
- Finally, the absence of a “roadmap” that highlights future benefits and features is problematic. There must be an understanding of what business results the platform will yield over time in order to maximize ROI from a system.
If you suspect less than full utilization of your existing platform, then the need for an assessment and/or optimization is the first order of business. After you’ve completed an assessment you can then review training and change management needs. Taking an inventory of your current technology will allow you to get the biggest bang for your HCM dollars. Over the past two decades, HRchitect has helped thousands of organizations across the globe align their HCM technology initiatives with business objectives to achieve extraordinary results. HRchitect is a name you can trust and your one-stop shop for all of your HCM technology needs from strategy, evaluation/selection, implementation, change management, ongoing support, and everything in between.
About Reggie Wilson
Reggie has over 20 years of technology sales experience that ranges from Telecom to Human Capital Management systems. He joined HRchitect in 2013 as a Regional Sales Manager, and leads the sales efforts in the 15 state central region of the US as well as central Canada. Reggie has worked with clients from mid-market to enterprise scale, who have deployed solutions ranging from Workforce Management to Core HR systems.