Q&A on HR Technology
This is a special advertising section featuring experts' thoughts on technology-related challenges.
By Lisa Sterling, Chief People Officer, Ceridian Corp.
Q: What's the one HR-technology solution today that is most transforming HR departments?
A: The HR technology solutions that are most transforming HR departments today are those that touch on the employee experience. Engagement and the employee experience are increasingly understood as the most important driver of business performance, placing it in direct focus for most CEOs.
While there is no silver bullet here, it needs to be a common thread through all HR technology selections. In particular, it should be a priority for performance development, team-communication tools, recognition and rewards, engagement measurement and work/life balance management.
Q: Going forward, what areas should HR leaders be focusing their HR- tech investments on to secure the best bang for the buck?
A: In order to achieve a high and sustainable return on investment for HR technology, HR leaders need to focus on two key components:
* Usability and accessibility. Adoption is the ultimate driver of return-on-investment, and user expectations have never been higher. HR leaders must seek solutions that are intuitive and friendly to use, built on modern platforms and delivered with a strong mobile component to meet employees where they are. Look for solutions that have found new and innovative ways to deliver key human capital management data and functionality to users in a way that improves their work life and helps them be a better partner to the business.
* Compliance. Recent legislation has introduced increasingly difficult requirements for businesses to stay compliant, and far-reaching compliance rules touch every facet of the employee/employer relationship. Employers face countless new compliance, operational and reporting requirements. Look for solutions built to enable compliance from providers that have a strong grasp on today's landscape. Solutions should be modern and flexible -- able to gracefully accommodate whatever new compliance changes the future may bring.
Q: In implementing new HR-technology solutions, what are the specific best practices HR leaders should be employing to ensure that those implementations go smoothly and successfully?
A: When implementing new HR solutions, it is easy to get caught up in process and details. While these are undoubtedly important, there are a few key principles that should guide the implementation process:
* Accelerate ROI and reduce risk. Focus on delivering high-value features early in the project lifecycle to accelerate project return on investment. Involve end users early to reduce project risk.
* Achieve high user adoption. Deliver an intuitive solution and robust training content to ensure quick and easy adoption by end users to drive ROI.
* Attain self-sufficiency. Enable managers and administrators to be self-sufficient through early involvement in the project lifecycle and unlimited access to instructor-led training for project team members. Project team members should actively participate in all phases of the project.
* Compress business cycles. Leverage solution functionality to simplify and automate existing business processes. Don't simply re-create old processes using new technology -- seek to improve the business.