What’s the single most dramatic shift you see happening in the HR tech space today?
CHROs are starting to really focus on the employee experience and how technology can manifest a better work experience/ increase engagement and innovation. Technology can be in service to employees and our customers so keeping the design/workflow consumer-like/human-centric we will get the best possible outcomes and engagement.
In acquiring and implementing new technologies, what’s the one or two most common mistakes HR organizations make?
We tend to look at technology in a siloed fashion–not considering the overall complexity for our employees. We tend to solve for discreet process issues vs looking at the overall experience and interface. The other real risk is customizing core ERP/platform solutions which inhibits their ability to keep up with new generations of software and learn from other customers. This is costly and stagnates some teams when the complexity is too great to risk changing out antiquated technology.
Are there certain strategies that are more effective than others when it comes to getting your workforce to use new HR technologies being put in place?
How can HR leaders best make the business case for HR technology investment? Technology enables an amazing employee experience and if we map the employee journey map–tie it to desired outcomes–then leveraging technology to manifest that vision is imperative. Showing how these affect engagement and productivity with real metrics can be the foundation of the business case.