Incorporating technology can be a challenge, even more so if it must be accompanied by a strategy. Learn the best ways to do it.
We live in a digital world where people search, buy, talk, work and fall in love online. You used to call a phone that belonged to a house and now you call a phone that belongs to a person. The connection with technology is present in our daily lives, where integrating this link to the workplace becomes fundamental for the growth of an organisation.
Here, HR's role is to leverage technology to improve efficiency and connect employees. However, incorporating new technologies can become a challenge, especially if it must be accompanied by a strategy that guides the use and acceptance of these new platforms.
There is no doubt that making decisions aimed at creating long-term value requires a formal strategy when incorporating technology because it brings with it a huge change and impact on the way people communicate and work.
According to the results of our 3rd Latin American HR technology study, 40% of companies currently have an HR technology strategy and 56% of successful companies already have a formal strategy.
Successful implementation of technology for human capital management cannot be defined solely by the use of technology alone. More than this, the success of the system is very much determined by the human management that takes control of the technology. As a consequence, a precise strategy and approach is crucial to get the best out of it and to meet overall business objectives.
Tips for formulating an HR technology strategy:
Understand your company's current and future plans: You must have a thorough understanding of your organisation's plans. Talk to the executive team to gain a deeper understanding.
Understand how HR plans and programmes may change: A projection of the HR Technology programme should be developed to visualise how it will affect HR. This will help to better communicate to the organisation why change is necessary.
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Build a foolproof business case: You must demonstrate the real value of the technology. How it adds value; showing how it will reduce costs or increase revenue is a good way to get buy-in from senior management.
Align strategies: You must align technology strategy with HR and organisational strategies. Without a shared vision or understanding of how technology supports the business, implementations are likely to fail, and the full benefits of technology will never be realised. Lack of alignment can even have negative repercussions for the organisation.
Understand the technology: HR must lead the creation, implementation and development of the technology strategy, so it is important that they have a good understanding of its use, importance and how it will empower the organisation.
Use Projection: Understand how employees interact with their work on a daily basis and how technology can be leveraged to support them.
Maintain Agility: Develop agility into your HR technology strategy, continually reviewing and updating it to realise its full potential.
Today, Technology Strategy is increasingly being incorporated to empower HR, enabling growth and flexibility, with a focus on deploying solutions that meet the current and future needs of the organisation. Unfortunately, companies that do not participate in this evolution are being left behind. An effective technology programme requires a strategy, without it there simply will be no success.