Its not just about technology

A common problem for HR solution delivery whether it be for HR, Portal or Payroll technologies is that the implications for the business are not taken into account. Technology is a tool to facilitate progress in the organisation through greater effectiveness and efficiency. Merely implementing technology without looking at how the organisation is operating and the effectiveness of associated business process will result in a poor implementation with few of the original benefits realised. Many organisation fail to take the time and investment in the re-engineering of business process to ensure that the  technology is implemented and operated in the best possible circumstances. The real fact of the matter here being that the technology really doesn't even get the chance to shine the way it should.

This is especially true when looking at the new technology areas of HR such as the Portal or perhaps technologies that facilitate an HR Shared Service environment.  For example : The Portal when used for the purpose of Employee Self Service or Managers Self Service has a much greater impact and effect on communities in the business that may not have previously been touched. Why is this the case? Primarily because portal technologies allow the HR organisation to move away from a centralised function, primarily dealing with administration and transactional activity to ultimately help forge a strategic focus and perhaps a business partner philosophy. (Ulrich). As a result the effect of what HR does and wants is felt across a much wider cross section of the organisation, and business process and ways of doing things are bound to alter. (we will explore the shared service environment later in the blog series). Implementing therefore  a solution for HR becomes an exercise of change & you are making a transformation in the organisation that involves actively engaging HR, employees and managers to a much greater level in  HR process. Therefore managing the key factors in that change becomes critical for successful outcomes. Some of those changes factor will be around :

Gaining sponsorship across the organisation: perhaps on a wider basis than previously experienced with a centralised solution and HR function

Engaging key stakeholders to the projects: In many cases this will now be both employee and manager communities in the business

Measuring the impact of change: How is the project going to effect the HR organisation and the wider business

Training and Education: Projects fail because of a lack of timely training and ongoing education

Communication:  Telling the business what you are doing. Telling them again. And ensuring an understanding of roles and levels of engagement.