Thanks to the ever-growing innovation, technology has rapidly transformed the way HR professionals do their jobs today. HR professionals are constantly urged to leverage on technology to support and enhance the efficiency of HR processes.
Moreover, more companies are keeping in sync with this latest HR technology trend by investing more capital and resources to building up their HR technology in order to upkeep the performances of their HR department.
However, the success of the HR in managing human capital is not solely dependent on the efficiency of the HR technology itself. Instead, it includes the human management component that takes control of the HR technology. Essentially, a robust strategy and management approach is critical to maximise the efficiency of HR technology in order to meet both the HR and overall business goals.
Here are 4 tips on creating a HR technology strategy that will focus on meeting the current and future business needs of the organisation.
1. Take ownership of the HR technology strategy
As the name suggests, HR needs to work in close partnership with the IT department to ensure that the HR technology strategy is aligned with the business goals. While the IT department can certainly provide assistance during the implementation phase, HR ultimately still needs to take the lead given that the HR has the employee perspective in mind. Additionally, the HR department are the ones with an intimate understanding of the HR practices that best supports and efficient workforce.
2. Align technology strategy with key HR and business goals
Likewise, it is key to have a shared vision within the HR department and employees to understand how HR technology tools supports the businesses. Thus, it is imperative to align the strategies with the overall business goals as opposed to simply planning for a specific business problem. To deep-dive into the importance of business goals, HR should conduct interviews with key stakeholders and executive management to gain a more holistic understanding of the importance of these business goals.
3. Incorporate agility into the HR technology strategy
Technology plays an important role in allowing businesses to remain competitive and the technology that supports the management and development of an organisation’s human capital should be sufficiently agile to keep up with both internal and external factors.
Furthermore, the strategy should span several years and needs to be regularly revisited to assess the progress. Additionally, technology should always be updated and organisations should be quick to reconfigure their HR technology settings in order to keep up with the latest technological trends.
4. Prepare HR talents
Finally, as mentioned earlier, the effectiveness of HR technology will not be fully maximized without a frontline HR professional driving it. Therefore, it is important to prepare the HR professionals to welcome this digital transformation and embrace technology in order to improve the efficiency of HR processes and tackle organizational problems. Additionally, proper and adequate training will allow HR professionals to better leverage on HR technology in order to help them perform better.
In conclusion, having state-of-art HR technology might still fail without a proper HR technology strategy in place as well as the lack of HR expertise. With a proper strategy in place together with the right management, it will certainly help your HR technology strategy keep up with your business goals.
Founded in Singapore, ePayslip has more than 20 years of experience in SaaS payroll. Initially created to power the payroll outsourcing business of a parent company, i-Admin, ePayslip began to be offered as a stand alone SaaS payroll software service to customers in 2019.
ePayslip currently operates in 8 countries across Asia, making it the ideal fit for medium to large Asian enterprises seeking to operate their own multi-country payroll in-house.