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Reasons Why HR Tech Implementations Fail

Wednesday, August 31, 2022

Reasons Why HR Tech Implementations Fail

The HR landscape is consistently shifting to digitization. The HR core function in most organization is expanding from administration to spearheading organizational change. It is important to note that the modern employee views the HR department as a portal rather than a person [1]. HR tech enables an organization to create a labor force committed to its vision.

Hence, the purpose of HR tech solutions should be to increase employee engagement. This entails enhancing flawless operations and lowering the costs of traditional HR operations. Even so, HR tech implementation comes with multiple challenges and failures. Here is everything you need to know about why implementing HR technology fails.

Over-Reliance on the Technology

‍ Less than 10% of the failures attributed to HR technology and HR system implementation directly correlate to the technology. Most HR professionals view technology as a "quick fix" to the organization's shortcomings. They end up forgetting about improving the company's culture and employee skills [2]. Side-lining technology as the only solution often culminates in poor communication lines. It is the avenue to misguided objectives and poor project management.

Instead of over-relying on technology to achieve great outcomes, HR should focus on the tech's goal. This helps if the organization incorporates technology into its company culture. That includes redefining responsibilities and embracing role changes for a more cohesive workforce. Human resources should also focus on effective employee onboarding strategies and performance management.

Alienating Employees

‍ If an organization's labor force feels secluded by a technological solution, a successful HR tech implementation process becomes a pipe dream. The HR team shouldn't run away from the traditional practice of making the employees their priority. It helps if you get employees' views and opinions concerning the upcoming changes and new HR tools.

That way, HR focuses on the problem first, then the solution, instead of handling it the reverse way. Organizations fail to acknowledge that the employees will be implementing more than 70% of the tech solution. Remote-working tech solutions that side-line employees have high chances of failing [3].

Poor Measure of ROI

‍Using quantitative terms or qualitative aspects to validate the ROI on acquired technology is wrong. It doesn't equate to the metrics for measuring success [4]. Organizations should shift their focus to measuring the success of any solution periodically. That way, you get room to work on adjustments that will improve the long-term results.

It is the same way when a business decides to strengthen or adopt new business strategies for market acquisition. Constant measuring of the technology's accomplishment helps HR determine the needed modifications. In the long run, you might even end up discovering that you've been leveraging the wrong solution.

Viewing Change as a One-Time Solution

Many organizations tend to forget that change is a journey, marred with changes along the way. You don't just acquire HR software or technology and abandon it at the pilot stage of implementation. Rolling out the technology is only the beginning of the journey. It will help if you stay open-minded to the needs that may arise in the process of implementing change.

Some technologies work well when implemented alongside other solutions. HR should have a well-laid plan to see the technology past its infancy until the organization fully realizes the intended purpose.

Choosing Unsuited Solutions

‍ Most Human Resource professionals would go for the most-hyped software solution rather than what the business needs. In as much as the solution may seem practical, it helps to have the future in mind. For instance, can the technology solution scale up as the company grows? Does it have any special features that make it the go-to option? How about customer support in terms of assistance and training? Technological solutions lacking such pertinent features will likely fail before achieving their accomplishment.

Poor User Experience

‍ Employees are the organization's consumers for HR technological solutions [5]. It helps if HR goes for solutions that provide the most intuitive employee experience. The new software and new tools should be easy and ready to use once rolled out. Otherwise, employees will keep on shying away from it no matter how strict you might be. User-friendly software should also allow mobile use.

In conclusion, implementing the right HR technology is vital for the success of any organization. Even so, it isn't a one-day journey. The sad truth is that it isn't easy at all. Consider the above limitations that come with adapting to new HR technology and work towards reversing them. Most importantly, have employees on board on every change you intend to make. They are an essential piece for solving any change puzzle. You might also want a cloud HR system for easier management. In case the tech presents some challenges, seeking professional training is the solution.

Qualee puts the employee's experience first and as a mobile-first solution hosted in the Cloud, it is user-friendly technology that allows for remote working. The concept of human centered design makes the platform very intuitive to use. Discover how easy it is to implement Qualee and sign up for our FREE Starter Plan today.

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