HRU Technical Resources
What’s the single most dramatic shift you see happening in the HR tech space today?
Intelligent automation and artificial intelligence being built into technology that can take on so many of the tactical parts across every spectrum of what we do in HR, recruiting, payroll, benefits, LOD, compensation, etc. This type of technology is forcing organizations to rethink what it means to be in every single role under the HR umbrella.
In acquiring and implementing new technologies, what’s the one or two most common mistakes HR organizations make?
They don’t build in measurable performance indicators within the process and technology. I’ve never once had an adoption issue with my HR or TA tech implementations, because we make sure that using the technology will increase performance, and that performance is measured, so if you don’t use the technology you won’t be performing well. It pretty much ends all adoption issues, immediately.
How can HR leaders best make the business case for HR technology investment?
The exact same way that a finance leader, or operations leader, or a sales leader make that same case for the technology they need for their function to be successful. Build the business case around agreed upon business success measures for your organization and make your case. We are trying to build the space shuttle from scratch, we are trying to increase the talent of the organization, and I’ve yet to find an executive that doesn’t think that is the single most important part of their business.