When composed properly, this portfolio of applications will use as few systems as possible to make the greatest impact. Having a platform that is capable of managing multiple facets of HR, yet only using it for one function, is the fastest way to minimize your ROI.<\/p>\n\n\n\n
A common challenge when implementing such platforms across global organizations is the aspect of localization. Finding the right HR systems which can comply with international rules and regulations is a massive factor in getting the most out of your tech investments. Too often will companies spend their money on separate systems which are meant to achieve the same result. Additionally, data silos<\/a> will often lead to poor data quality and can significantly hinder collaboration throughout the organization.<\/p>\n\n\n\n The duty of the tech stack is to ultimately make the lives of employees easier, but piling on new technology isn\u2019t the answer to streamlining workflows. To properly reap the benefits of the software, each app requires its own digital onboarding process<\/a>. If not handled correctly, user frustration will only build from day to day.<\/p>\n\n\n\n According to LinkedIn\u2019s Global Talent Trends of 2020<\/a>, 96% of HR and hiring professionals say employee experience is becoming more important. With employees being forced to work from home, the digital experience is<\/em> the employee experience.<\/p>\n\n\n\n While HR teams lead the charge when it comes to the daily use of each HR system, the IT department can and should be utilized for their expertise on potential methods for optimizing and automating work processes.<\/p>\n\n\n\n As more and more CIOs lean into their company\u2019s digital transformation<\/a>, it is becoming obvious that the IT department needs to be seen as an ally to work with very closely. Nearly every business process requires software to function, which means IT is inherently built into the employee user journey.<\/p>\n\n\n\n However, when handling the rollout of HR software, many C-level executives will view an implementation as they would any IT project\u2014it\u2019s a success when they\u2019re delivered on-time and on-budget. They don\u2019t consider whether the tool delivers the intended business benefits or culture change. This is where the teamwork between HR and IT comes into play.<\/p>\n\n\n\n The human experience is what powers digital adoption<\/a>, employee engagement with the various systems, and, as a whole, the retention of talent. IT can help to build the vehicle and make sure it has all of the top specifications, but the employee will still be the one to drive it, and HR should be there to navigate a clear path. The collaboration between HR and IT is the key to unlocking the potential of the HR tech stack because it combines empathy with efficiency.<\/p>\n\n\n\n From the moment an employee is introduced to new software, it is up to management to break down any potential barriers which may be blocking their ability to utilize the platform properly. It is the job of department leaders to realize the value of the system they were promised by the account executive who sold it to them.<\/p>\n\n\n\n In PwC\u2019s HR Technology Survey<\/a> of 600 HR and HRIT leaders, they found that only 27% rated HR tech as very effective for changing behaviors at work, while an overwhelming 82% struggle with adoption challenges. It is by building optimal digital experiences that companies will see the value their employees have to offer.<\/p>\n\n\n\n Working from home has emphasized the importance of an engaging learning and working environment. Every day there are new and innovative ways to keep employees up to speed on important information and policies. There are virtual collaboration tools, workforce management systems<\/a>, gamified platforms for reskilling and upskilling, and more.<\/p>\n\n\n\n Deloitte\u2019s 2021 Global Human Capital Trends<\/a> report found that introducing digital collaboration platforms is the most important factor in sustaining this new way to work. Where would the world be without apps like Zoom or Miro<\/a>?<\/p>\n\n\n\n A large part of HR\u2019s role is to understand the employee and to build a strong company culture. Now that organizations are becoming aware of the benefits of building a digital-first business<\/a>, there are countless points of engagement that can be measured and analyzed through the software that is being used. <\/p>\n\n\n\n Something which is set to grow in the coming years is the use of data analytics in HR and with it a holistic understanding of employees. One fail-safe way to get the most out of your HR tech stack is to analyze the usage, engagement, and adoption of your systems. Whether it\u2019s through an AI system, such as one which uses predictive analytics<\/a>, a digital adoption platform<\/a>, or, at the very least, analytics that are built into a system, the data which can be collected is more valuable than gold.<\/p>\n\n\n\n Being able to quantify values such as employee engagement and time-to-competency, and then determine exactly what steps need to be taken to improve upon them is only the beginning of HR\u2019s strategic influence.<\/p>\n\n\n\nThe HR and IT dynamic duo<\/h2>\n\n\n\n
Digital experience in the new normal<\/h2>\n\n\n\n
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<\/a>\n","protected":false},"excerpt":{"rendered":"In many companies, HR has a reputation for creating roadblocks and putting too much emphasis on policies that can disrupt