Today, there are numerous organisations implementing various digital HR initiatives within the workplace. At the same time, there are numerous business software vendors promoting and advocating the positive impacts that their HR technology bring about.
More often than not, these HR technology are meant to serve as solutions to business problems. Concurrently, with other organisations and peers jumping on the HR technology bandwagon, it will certainly provide an organisation with a less competitive edge should they decide not to. Yet, this compelling need to invest in HR technology along with others might end up to be a case of leaping without looking.
According to an article by consulting firm, McKinsey, on the evolution of implementation of organisational change, only 37% of digital transformation projects are successful. The most common practices that support successful change includes leaders owning and committing to the change as well as devoting appropriate time and energy to support the change.
With the constantly evolving workplace coupled with the rapid advancement of technology, there are no doubt lofty ambitions from leaders to improve day-to-day HR processes with technology. However, the big question is – how can organisations prevent technology, particularly the ones that they have invested in, from failing?
Should organisations still deploy digital HR initiatives and if so, how can they ensure a successful implementation within the organisation? While there are certainly no guarantees in this world, here are some ways in which organisations can set themselves up for success.
1. Break up strategies into small projects
Digital HR projects are likely to be large-scale and time-consuming. This can then seem daunting to employees. Instead, leaders should break up the strategies into small projects so that it is manageable for employees. At the same time, it allows employees to better adjust to the changes gradually.
2. Educate and communicate
The difficult part of implementing HR technology is not only about whether it can be integrated into the organisation’s work processes, but largely employees’ acceptance of the new tool. If employees are unwilling to adapt to the new technology, it is likely to fail regardless of how advanced the technology may be. As such, it is imperative for leaders to continuously communicate with employees and build awareness that innovation and change are a critical part of improving work processes and productivity levels.
3. Paying attention to employees’ voices
When strategizing these digital HR initiatives, it can be difficult for leaders to understand the individual impact. Given that these initiatives are targeted to improve employees’ daily work, it is crucial for leaders to understand the specific areas which would significantly impact and improve work processes. And the best way to find out if by gathering feedback from employees themselves.
Implementing digital HR initiatives are no doubt a herculean effort for organisations and some might not be willing to take the first step. However, in this ever-evolving environment, change is imperative for organisations to stay competitive in the business world. And in order for HR strategies to succeed, it requires effort from both leaders as well as employees to embrace the change.
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