More on the topic: Creating a competitive advantage with the right HR software
2. Assemble a formal HR technology team
As we said, HR technology is constantly evolving. The research, adoption and implementation process for new HR solutions is led by either IT or HR in most organizations. However, according to Gartner, dedicated HR technology teams will become increasingly important and larger: Nearly half of HR executives said that dedicated HR tech staff would increase over the next two years. ( Full content available to Gartner clients .)
This makes a lot of sense: The best way to ensure that HR tech investments are delivering the desired ROI is to create a team that primarily oversees the rollout and integration of new HR tools. Such a team can ask employees what features they are most interested in and, after implementation, gather feedback from them to find out whether the tool is really helping them achieve their goals.
Leaving these tasks to employees with other projects and responsibilities can lead to vietnam telegram data suboptimal adoption rates: Over half of the CHROs in the Gartner study mentioned above said that employee adoption of human capital management (HCM) solutions was their biggest challenge in managing these solutions.
For your HR tech team, you can recruit staff who have experience with the software purchasing and implementation process or who specialize in implementation. These individuals should work closely with existing HR and IT departments to ensure that all current and future HR technology investments are effective and adopted by employees.