It’s no secret that the world of technology evolves on almost a daily basis. Innovations get unveiled all the time, all with the aim of making our lives easier. As you can imagine, technology is useful when you’re running a business. It can help you streamline your operations and be more efficient at what you do.
Technology gets used by departments within a business in different ways. And for differing purposes. In a company‘s HR department, technology is often thought of like a godsend. But, what if your HR team isn’t using much technology?
If it’s time to implement new technology for your HR team, how should you do it? After all; you don’t want to make a negative impact on productivity. As with any significant change, adding a new HR system can be tough at first. Here’s how to make the process a less stressful one:
Remember that people don’t always like change
Whatever size of business you run, change isn’t always a positive thing. At least, that’s what some employees may conclude. When a company wants to make a significant change, the perceived impact is a battle you need to win.
You’ll often get mixed reactions by the people that any changes will affect. And when it affects an entire HR team, the intensity of that perceived impact will magnify.
As a result, it’s important to note that people don’t always like change. But, you can ensure a satisfactory outcome for all stakeholders. How? By embracing change management! It’s important to have a solid plan when implementing new technology for your HR team. And it’s also vital that you have the right leaders controlling the direction and stages of that plan.
Make sure you research the technology needs of your HR department
It might sound like an obvious statement to make. Still, some companies make the mistake of implementing the wrong technology. As you can imagine, it will cost those companies both time and money to put things right.
Before implementing any new HR systems, be sure to research the needs of your team first. In other words, find out what they need – not what you think is best.
For example, a human resources department could find an attendance hotline feature useful. This is where employees have a dedicated number to call if they’re ill or late for work. As you can appreciate, such a system will cut down the time by staff dealing with such calls. And it means that other processes won’t get delayed because of a shifting focus.
Don’t forget to talk to your HR team
One final point you should bear in mind is communication. All too often, managers implement technology without talking it through with their HR teams.
Opening a dialog with your HR team is important. You need to tell them WHY you are making these changes. Plus, you should also make it clear how the new technology will benefit them.
About Molly Davenport: