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How to Ensure Successful HR Technology Adoption

Sarah Sipek, CareerBuilder writer

The HR technology marketplace is currently experiencing a boom. It has reinvented itself to include mobile apps, analytics and video along with cloud-based software and platforms. And while it’s easy to get caught up in all the latest bells and whistles, it’s important to remember that even the most impressive technology is worthless unless employees actually use it.

To that end, here are five strategies to ensure successful HR technology adoption at your company.

Communicate. Employees won’t get on board with a technology change unless they understand both why it is happening and how they will ultimately benefit. Define a timeline for the change and present firm deliverables, such as the amount of time they will now save on a task because of the new technology. And do it early. Let everyone know about the change the moment it becomes a serious consideration.

Get C-suite buy-in. Employees look to their leadership for direction. Having top-level employees vocalise their support for a new technology instills confidence. Make sure your C-suite is ready and willing to discuss the usage and benefits of the system as well. Opening a dialogue helps employees feel more invested in the change.

Choose your provider wisely. While it’s important to choose a provider that offers the technology options you need, you should also consider those who provide “customer success” services to their clients. This service provides you with a point of contact at the technology provider to ensure that your employees are learning and using the technology correctly.

Offer continued training. It’s not enough to offer a single training session or webinar and expect your employees to understand a new technology. After implementation, it is a good idea to have a team of trainers accessible for at least three months to help work out the bugs and ensure that everyone is comfortable and competent with the new system. It’s also a good idea to consider having “office hours” that allow employees to ask questions in a more casual setting.

Set clear goals. Complete proficiency is too lofty of a goal when first launching a new technology. Break the learning process down into steps so that employees feel a sense of accomplishment and avoid the frustration of not mastering a new HR technology immediately.

 

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