Dec 16 2020

7 Reasons why HRTech implementations fail

“HR is at the forefront of the transformation of the workplace. It is slowly shifting its focus from being tactile to being more strategic. The current digital workforce compels HR to expand its horizon of functions.”

by  Riya Shah



HR is at the forefront of the transformation of the workplace. It is slowly shifting its focus from being tactile to being more strategic. The current digital workforce compels HR to expand its horizon of functions. In its attempts to lead the organization towards a smooth transition, HR is adopting a digital mode of working. With any tech implementation, there are going to be some hurdles. We point out 7 reasons why HRTech implementations possibly fail: 

1. Focusing only on strategy, not culture  

KPMG’s recent study states that only 7% of implementations failed due to tech itself. Organizations spend liberal amounts on what technology to choose, or worse, start with the HRTech product and try to force it within their organizations. What is important is to evaluate the technology & the product alignment to the organizational culture. What works for some companies doesn't work for others. The inherent cultural aspect of a company plays a major part in the success or failure of any technology implementation.

2. Starting with the solution, not the problem

A survey by UNLEASH highlights an organizational mistake: 19% of respondents reported that they were too focused on the technology, rather than what the technology was intended to achieve. There is a strong need to start with the problem that you are trying to solve, and not with the solution. The guiding principle of any digital transformation effort should be business-driven or business-centric, and not technology-driven and HR-centric. The parameters to be considered before investing in technology should align well with the business goals, and how it will help scale the business.

3. Employee experience is not a priority  

Most HRTech implementations are focused on alleviating the problems of the HR teams and do not start with an “Employee First” approach. More so, with employees now working remotely, HR systems should provide a rich, seamless & consumer-grade technology experience. If the employee experience is not the primary consideration, the success and adoption rates of such implementations will continue to remain low.

4. Overlooking employee Apprehensions  

With every technology implementation, there is angst and insecurity amongst employees of redundancy (and of machines taking over the human roles). This insecurity is often ignored and overlooked by most organizations. The HR & Leadership teams must ensure that employees have complete information about the 4Ws & 1 H of the impending technology change and its impact. The resistance to change needs to be met with communication and conversation, which will eventually turn into acceptance of the technology!

5. Not measuring what you want to accomplish

HR teams don't create strong measurement metrics for success of any technology implementation. In most cases, HR teams struggle to validate the ROI on quantitative terms and continue to focus on qualitative aspects. Strong and continuous measurement keeps everyone focused as the information can then be used to improve results. Now just that, with changes in business strategy, it is also necessary to make modifications to the measurement metrics for continued success of the HRTech implementation.

6. “Change Management” is missing in action 

A strong “change management” plan should be an integral part of any HRTech implementation but is sadly missing in most implementations. Efficient and effective project management and change management teams are crucial to the success of any technology change. What is all the more important is that change has to be driven and communicated from the top, thereby indicating the sincerity in the intent of the Leadership team. Executive Sponsors (from the leadership team) and Project Champions at all levels of the organization are essential for the change management to be successful.

7. Considering change as a destination, not a journey  

Any technology intervention is never a one-time solution. Most organisations stop with the roll-out as they assume it to be the end of the road. In fact, the Go-Live of the product is always the start of the journey.

Implementing change is not easy, however not impossible. Careful consideration of the mentioned points will make your transformation smoother.

Download our latest infographic on WHY HR TECH IMPLEMENTATIONS FAIL


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