HR Organisations need help to change their stance towards HR solutions and technology.(e-HR) Often they lack experience, knowledge and project delivery exposure to ensure that high expectations are met and benefits realised in the short, medium and long term. Clear benefits from implementing technology can be gained for the HR organisation in terms of improved service delivery, cost management and providing strategic benefit to the organisation.

HR Organisations have never had more choice of  technology. Portals based HR solutions to meet the needs of recruitment, appraisal and development, career and succession planning, time management, e-learning/Training and a multitude of other modules, tools and functionality. HR will have to decide to integrate, or not to integrate, choose how quickly to proceed with  overall project or programme priorities. As well as coming up with a concrete business case, HR will have to make the right project and programme choices over scope priorities, timescales and resource commitment. These can be difficult decisions for HR organisations with their current levels of knowledge and experience.

So as the introduction suggests HR Directors and HR organisations can quite rightly  be   confused about what are the right and wrong decisions to make. These decisions are crucially important because they not only have reputation implications for HR with the employee and management communities in the business, but also  the cost implications and overall  timescales for such projects are not insubstantial. 

Nightmare stories of failed implementations persist, but not necessarily justifiably. And the HR community itself could become in danger of developing a cynical attitude towards technologies that could ultimately help them in many ways. The right technology choices now have very strong business cases, work wonders for HR reputation and make the realisation of  benefits a very real possibility.