1. Align decisionmakers<\/h3>\nHCM implementation demands dedicated leadership and a qualified project team. So, who\u2019s on the roster?\n\nThe project team should include representatives from all relevant stakeholder groups, from recruiting<\/a> to compliance to compensation, and everything in between. It\u2019s also critical to have the active ![\"digital](\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2019\/06\/shutterstock_1276205221-1.jpg\")
participation of a senior leader, who can help drive decision making forward.\n\nKeep the team small. While it\u2019s important to represent each stakeholder\u2019s interests, a large but unfocused team will not be equipped to bring the project to completion. Make the process as smooth as possible by ensuring all stakeholders are engaged and accessible.\n\nFinally, building a framework to facilitate expedient decision making<\/a> is another key part of assembling your project team. Without one, too much back and forth and demand for multiple approvals can slow down your whole initiative.\nDive deeper: HR’s Essential Role in Digital Transformation<\/a><\/span><\/strong><\/em><\/p>\n\n2. Break down silos and emphasize collaboration<\/h3>\nBuilding your project team is a great opportunity to start tearing down the silos that often inhibit collaboration and efficiency in HR, especially at the enterprise level.\n\nYour HCM system will bring key processes for human resource management, workforce planning, auditing and internal controls, recruiting, talent management, payroll, and compliance with HR regulations, and more into one control center. But to make this new machine run smoothly, you need high-level synchronization between all stakeholders.\n\nOnce seated around the same table, representatives from each HR department should communicate their goals and needs, and identify which features and processes are most important for them.\n3. Define which processes are most important<\/h3>\nLeading HCM systems are so robust, you have virtually endless options for creating and customizing processes. But don\u2019t let your eyes become bigger than your stomach. Just because you have ![\"digital](\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2019\/06\/shutterstock_526494319-1.jpg\")
countless options doesn\u2019t mean you should bite off more than you can chew.\n\nInstead, take the time to identify the five-10 most important processes and define how you\u2019d like them to work in advance. While you may need to adjust your processes when you get to the design stage, you\u2019ll already have a pretty clear idea of how things should work instead of diving in without a clue and becoming overwhelmed by the possibilities.\n4. Face cultural challenges head-on<\/h3>\nBeyond the tactical considerations, anticipating cultural obstacles and planning how to overcome them is integral. After all, implementation is only the beginning. Getting employees to actually use<\/a> your new HCM effectively is an entirely different challenge.\n\nImplementing a new core system inevitably introduces a lot of changes and people naturally resist change. The key to ensuring employees embrace your new HCM instead of reject it is to two-fold. First, you must make transparency a core value. Clearly communicate the need for the change, what will be different, and what benefits it will bring.\n\nSecond, make the transition as seamless as possible.\n\nThe key to achieving that is removing usage barriers<\/a> that contribute to user frustration and a negative onboarding experience. Digital solutions that provide on-screen, real-time guidance can literally walk your users through any process step-by-step so they don\u2019t feel confused or frustrated. With access to support 24\/7, they\u2019ll never feel lost.\n\nWhen it\u2019s easy, employees won\u2019t be resistant.\nLike what you\u2019re reading? Subscribe to the blog for fresh insights delivered right to your inbox!<\/strong><\/em><\/a><\/span><\/p>\n\n5. Make digital adoption a top priority<\/h3>\nAdequate training is central to ensuring high adoption rates<\/a> of your new HCM. But providing effective training for a platform of this scope is no easy feat.![\"digital](\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2019\/06\/shutterstock_722541172-1.jpg\")
\n\nHR professionals who will work extensively on the platform need comprehensive training on a wide range of processes. The rest of your workforce also needs to gain proficiency. Non-HR employees won\u2019t use the HCM with a lot of frequency, but this actually poses an even greater training problem.\n\nWhen employees don\u2019t perform a process regularly, they often forget how to do it before the next time they need to. This \u201cforgetting curve\u201d hurts productivity, contributes to frustration, and leads to unnecessary support tickets.\n\nThe solution for both groups is contextual learning<\/a>. Digital solutions that enable contextual learning provide in-the-moment direction and support so all users can complete processes efficiently and with ease.\n\nThese solutions have an algorithm that analyzes a large range of predefined contextual factors to provide tailored support in real-time. The need for time-consuming training courses, webinars, and constantly flipping through training manuals disappears.\nBring your HCM implementation plan to life<\/h3>\nYour dreams of ditching Excel spreadsheets and completing all key processes on a core HR platform are within reach. By creating a solid project team, driving decisions forward, creating a digital adoption strategy, and providing effective user onboarding, you can roll-out your HCM with minimal disruption.\n
2. Break down silos and emphasize collaboration<\/h3>\nBuilding your project team is a great opportunity to start tearing down the silos that often inhibit collaboration and efficiency in HR, especially at the enterprise level.\n\nYour HCM system will bring key processes for human resource management, workforce planning, auditing and internal controls, recruiting, talent management, payroll, and compliance with HR regulations, and more into one control center. But to make this new machine run smoothly, you need high-level synchronization between all stakeholders.\n\nOnce seated around the same table, representatives from each HR department should communicate their goals and needs, and identify which features and processes are most important for them.\n3. Define which processes are most important<\/h3>\nLeading HCM systems are so robust, you have virtually endless options for creating and customizing processes. But don\u2019t let your eyes become bigger than your stomach. Just because you have countless options doesn\u2019t mean you should bite off more than you can chew.\n\nInstead, take the time to identify the five-10 most important processes and define how you\u2019d like them to work in advance. While you may need to adjust your processes when you get to the design stage, you\u2019ll already have a pretty clear idea of how things should work instead of diving in without a clue and becoming overwhelmed by the possibilities.\n4. Face cultural challenges head-on<\/h3>\nBeyond the tactical considerations, anticipating cultural obstacles and planning how to overcome them is integral. After all, implementation is only the beginning. Getting employees to actually use<\/a> your new HCM effectively is an entirely different challenge.\n\nImplementing a new core system inevitably introduces a lot of changes and people naturally resist change. The key to ensuring employees embrace your new HCM instead of reject it is to two-fold. First, you must make transparency a core value. Clearly communicate the need for the change, what will be different, and what benefits it will bring.\n\nSecond, make the transition as seamless as possible.\n\nThe key to achieving that is removing usage barriers<\/a> that contribute to user frustration and a negative onboarding experience. Digital solutions that provide on-screen, real-time guidance can literally walk your users through any process step-by-step so they don\u2019t feel confused or frustrated. With access to support 24\/7, they\u2019ll never feel lost.\n\nWhen it\u2019s easy, employees won\u2019t be resistant.\nLike what you\u2019re reading? Subscribe to the blog for fresh insights delivered right to your inbox!<\/strong><\/em><\/a><\/span><\/p>\n\n5. Make digital adoption a top priority<\/h3>\nAdequate training is central to ensuring high adoption rates<\/a> of your new HCM. But providing effective training for a platform of this scope is no easy feat.\n\nHR professionals who will work extensively on the platform need comprehensive training on a wide range of processes. The rest of your workforce also needs to gain proficiency. Non-HR employees won\u2019t use the HCM with a lot of frequency, but this actually poses an even greater training problem.\n\nWhen employees don\u2019t perform a process regularly, they often forget how to do it before the next time they need to. This \u201cforgetting curve\u201d hurts productivity, contributes to frustration, and leads to unnecessary support tickets.\n\nThe solution for both groups is contextual learning<\/a>. Digital solutions that enable contextual learning provide in-the-moment direction and support so all users can complete processes efficiently and with ease.\n\nThese solutions have an algorithm that analyzes a large range of predefined contextual factors to provide tailored support in real-time. The need for time-consuming training courses, webinars, and constantly flipping through training manuals disappears.\nBring your HCM implementation plan to life<\/h3>\nYour dreams of ditching Excel spreadsheets and completing all key processes on a core HR platform are within reach. By creating a solid project team, driving decisions forward, creating a digital adoption strategy, and providing effective user onboarding, you can roll-out your HCM with minimal disruption.\n
countless options doesn\u2019t mean you should bite off more than you can chew.\n\nInstead, take the time to identify the five-10 most important processes and define how you\u2019d like them to work in advance. While you may need to adjust your processes when you get to the design stage, you\u2019ll already have a pretty clear idea of how things should work instead of diving in without a clue and becoming overwhelmed by the possibilities.\n