Comparing the features of a traditional to cloud-based technology, it seems clear that cloud-based is the far superior choice. However, for many moving off the traditional to a pure cloud-based approach is a bit challenging. Implementing a cloud technology is not just a technology shift; it first and foremost requires a very different set of skills and cultures than a traditional approach. A recent study by Capgemini outlined five critical challenges from conventional to a cloud-native approach:
A study by KPMG found that 63% of organizations expected greater value adds to their business from cloud HR software implementations than the returns they achieved.
Be it due to the risks of data loss during migration, uncertain user adoption, painfully sluggish timelines, enormous efforts needed toward change management or just overall process re-engineering- implementing a new HR technology is never an easy project. Organizations are getting stuck in the implementation phase for 6-12 months, but a well-planned HR implementation can reduce the time by half and double the ROI from the solution.
Ratan Chugh, CHRO, Times Internet shares how the company adopted a SaaS platform and achieved a greater adoption rate and enhanced candidate experience.
Ratan Chugh, Chief People Officer, Times Internet shares, the challenge is not implementing technology but how do you link the adoption of new technology to the business agenda.
It is critical to establish the vision and objective of the technology implementation beforehand. For Times Internet, it was enhancing the employee experience with the technology to attain 100 percent technology adoption.
According to a study by KPMG, 39 percent of the organizations are not adequately prepared for the process transformation required to implement an HR solution. Chugh shares that, “One of the major pitfalls of why a process transformation fails is that most organizations are too rigid to change or customize their processes.”
Adopt a new technology with an open mind and with the vision to know the best processes available and how to take out the maximum advantage out of the solution.
The journey of every company and HR system towards adapting to HR Technology will be personal and unique. In the light of this, here are some critical aspects that HR and business leaders must consider while leading any HR Tech transformation:
Did you know that 44 percent of the organizations stated lack of sufficient and capable internal resources as one of the top three challenges during HR Tech implementation?
One of the biggest challenges of an HR Tech implementation is the fact that employees, managers, and executives are resistant to change. Successful implementation requires establishing and communicating realistic expectations for your management team and employees.
HR Tech will affect every employee in your organization at some point during their tenure. That’s why it is essential to work as one team. In an attempt to execute your implementation strategy without fail, explain to each employee the challenges and need of implementing the technology. Maintain transparency and constant communication.
Following is a checklist you can follow to ensure execution:
Technology is only useful when it is adopted. How did you drive and encourage adoption post you go live with the technology?
For Times Internet, the aim was to get 100 percent employees to complete their performance reviews within the stipulated timeline.
To achieve that goal, the company hosted workshops that educated employees on using technology. Alternatively, they recorded employees experience and feedback on the technology and accordingly reconfigured it to align it with their needs.
Once the system is in production, you must ensure that it is easy for employees to use it to accomplish their duties and meet organizational objectives. Further, the organizations created videos to educate employees on the various steps to use the technology.
According to a study, 70 percent of the organizations admit they feel the pressure to demonstrate ROI from HR Technology implementation. But only 6 percent collect metrics to the same.
HR software solutions are often one of the most significant investments HR leaders make during their tenure, not because they are expensive, but because they change the way a company operates. Hence, HR is under increasing pressure to connect investment strategies with measurable, bottom-line results.
Here are the top three critical metrics adopted by Times Internet to measure the success of their HR Tech implementation:
If done well, a successful software implementation can be a bright spot on an HR department’s list of. But when things go wrong, it can be an issue that creates negative perceptions about HR’s ability to positively contribute to the business.
To know more on how to make HR Tech implementation to deliver the desired ROI, watch this webcast hosted by People Matters and Darwinbox, and get access to more insights!