The pandemic has completely transformed the role of the HR. The human resources professionals at organizations are now more focussed on providing employees with a more holistic experience. And as most employees are still working from home or working remotely, this task is not easy. Along with their own expertise in people management, they need the help of the latest technologies in the HR domain to make things easier for them. No wonder the demand for better HR tech adoption is growing by the day, especially in the last one year or so. More and more companies are directing more investments towards better HR technology, focusing primarily on remote working. The priority of most organizations today is to provide better infrastructure and tools to their remote working employees. The objective is to not only make remote workers more productive but also increase employee engagement.
HR tech adoption is indeed the need of the hour but taking this step has its own challenges. While organizations need to make this transition to support their remote employees, they also have to come with ways to overcome the challenges that accompany it. There are some common mistakes that most organizations make when adopting new HR tech.
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Turning to different solutions for different problems: It is always great to have different tech tools to attend to each problem, including recruitment, employee engagement, payroll, and more. However, that leaves HR with too many systems to get hold of and manage. And when there is data coming from so many systems, it becomes even more difficult to collate it at one place. Organizations end up extracting independent insights from different data sources. They lose the ability to get an overarching view of the data, which takes away from them the ability to get insights affecting the entire organization.
Believing that technology will do everything for them: Maintaining different systems takes more time than people usually think it does. The HR department in every organization is required to check, modify, and update data in different systems, and that consumes a lot of time. But, getting insights is not as simple as it appears. For instance, if HR is in the middle of planning the appraisals for different employees, they would need data related to the top performers as well as those who weren’t able to achieve their goals. However, ensuring that rewards are given to those who achieve KPIs that are relevant to their roles is challenging. What HR needs to do in this situation is put the available HR tech to use in such a way that they are able to draw insights from data that match the organizational goals.
Becoming keepers and distributors of data: For better decision-making across different departments within an organization, it is important that HR doesn’t put unnecessary restrictions over accessibility of data. Not all the data needs to be made publicly available, but only that people need to fulfil their responsibilities. By not making employees wait for critical information, HR can help in improving their productivity.
Reference: 5 Mistakes Companies Make with HR Tech Adoption | Talent Culture | Emily Connery | August 11, 2021
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