With the rise in technology at the workplace, HR practitioners understand the importance of adopting technology to enhance their role within the organization. However, only a small portion of HR professionals look at technology in a critical manner, evaluating the need for a technology suite, how it can fit into the organization’s workflow and ensure it fits into the organization’s budget. The following points are useful for all decision makers in HR who are helping organizations transition to a digital-HR powered organization and successfully onboard HR technology. 

1. Critically evaluate an HR service application/provider 

HR evaluation • There are several different kinds of software’s that a company can adapt to, but what offers the most value? Does it need to be periodically updated? Is it cloud based or require in-house storage? Do you receive on-going support from the service provider?
• Other points to keep in mind include user interface - is it user friendly? And can new HR professionals easily manage to learn how to use the application or software. 


2. Mapping out the application’s benefits 


• Understanding how the application can enhance HR’s role within the company is important. To strategically map what tasks can be dedicated to the software and what tasks can HR professionals focus on to bring out a productive effort is one way of evaluating if HR technology is required or not. 
• Planning the the future potential of the software through anticipation and planning of future demands is also another requisite of investing in a new technology for HR 


3. Communication with the employees about the software


communication at work• Change is very risky as a company. Employees might have a substantial withdrawal this change. So, HR should also consider this shift and its repercussions on the organization as a whole.
 
• Not only this but the communication about the change and how it will be shared with the organization is an essential part of change. Doing it right and in a manner that brings everyone onboard will determine the success of your new HR technology.
• One of the ways of communicating this change and bringing everyone on board is through training. 


4. Training


• Training will be a pivotal part of communicating change and making the shift to onboarding HR technology with success.
• Give employees time  to learn, adapt and assure them of the benefits of the technology and its part in boosting productivity. 
• Encourage feedback about the new application/software so that there is an on-going dialogue on areas of improvement for efficiency

5. Leadership 

• Often with change comes the responsibility for someone to take in charge. 
• Leadership can make all the difference during the transition period in terms of setting objectives, supporting and empowering teams to learn and take a pro-active approach to on-board new tech. 
• It is quite important in order to have a powerful impact on the employees in using the software to its utmost capacity. 

Onboarding HR technology will be key for companies to adapt to a changing HR landscape, one which is leaning towards a technology and innovation driven market. Adapting to this change through successful onboarding will determine the success of a company. 
Posted in : HR Technology 
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