Finding and trying out a whole new platform for your HR tasks can be a scary prospect, not to mention you don’t necessarily have the free time to research options. Still, experts say, integrating HR tech into your workplace is a time investment well spent.
“One of the greatest things about the changes in HR technology is that it can now be used to simplify almost every aspect of human resources,” says Andre Lavoie, CEO of ClearCompany, a talent management platform. “However, this also means that there are lot of choices to make when it comes to deciding what tech is right for your organization.”
To help you find the right HR tech tools for your organization, here are some expert guidelines to follow:
“You don’t have to go all in for a full human resource information system (HRIS), including payroll, time, benefits administration, talent management, and more,” says Brad Mandacina, Director of HR Technology and Outsourcing with Lockton Benefit Group. He recommends trying out one module, implementing it, and then deciding if you want to expand to other modules.
But Think Big
Look for technology that specializes in solving for multiple HR problems, says Lavoie, even if you don’t need everything right now. “Knowing that you can grow into other areas is essential and will prevent you from needing to implement again a few months down the line.”
If outsourcing HR functionalities is something totally new to you, look to your network, says Mandacina. “Using additional resources, like consultants, can bring tons of experience and vendor knowledge that it would take a first time buyer years to learn or discover.”
Evaluate multiple systems at various price points before making a decision, says Lavoie. You might find a low-cost provider is the right choice to start, then look to upgrade in subsequent years after you’ve seen the benefits of HR technology firsthand and can justify the expense.
Plan for Some Bumps
When it’s decision time, don’t underestimate the value of customer support, says Lavoie. “If your organization has concerns about implementing a new software, look for solutions that offer consistent, dedicated support,” he says. Having a direct dial to an account manager is a must.
Once you get used to HR technology, it’s likely that the only regret you’ll have is not doing it sooner. “I have yet to see an employer move from paper to technology and regret the decision, wanting to go back to paper,” says Mandacina. “If anything, a taste of technology typically makes employers and HR managers hungrier for more modules, features and service options.”
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