👉🏻Thinking about getting a new HRtech for your organization?
The evaluation & selection process is often the fun part. BUT the pain often begin post-implementation;
😡“Employees not using the HRtech at all!”
😡“Unforeseen additional manual work for re-sized HR team”
😡“Leaders have no confidence in HR data”
How do we avoid such pitfall?
Based on my experience, I suggest reviewing the following 3 areas before making any purchase decision;
1. User Experience
This simply means enabling user to take action/info that they need in the easiest way.
The intent is to make it easier and meaningful for user to utilize consistently the available HRtech to take people development action for themselves or others.
This means identifying system that is designed for user experience (rather than HR experience)
While there is a tendency to select HRtech that provides all possible feature, this tend to backfire as the many features confuse the user when they are required to take certain action.
👉Therefore, an ideal HRtech will be ones that design 𝐢𝐧𝐭𝐮𝐢𝐭𝐢𝐯𝐞 𝐮𝐬𝐞𝐫 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 𝐭𝐡𝐚𝐭 𝐞𝐧𝐚𝐛𝐥𝐞 𝐮𝐬𝐞𝐫 𝐭𝐨 𝐭𝐚𝐤𝐞 𝐢𝐧𝐬𝐭𝐚𝐧𝐭 𝐚𝐜𝐭𝐢𝐨𝐧 (this most likely include mobile). NOT user experience that require user to accurately remember every single process flow in FAQs.
p.s. : Using the same principle, we designed our Growth Tracker to be highly intuitive for the users to identify skill level across the organization.
2. Integration Across Multiple Technology Platform
The days of only using only one HR platform/technology as a one-stop solution is over.
Organization will most likely find that they need to complement existing platform with other specialized HR tech (eg, Glint, Upraise, inFeedo, Growtribe) to strengthen their HR value proposition.
Building an end-to-end HR ecosystem enables quality analytics to be used for strategic decision making.
👉 This means prioritizing HRtech that provides𝐀𝐏𝐈 𝐨𝐫 𝐞𝐚𝐬𝐞 𝐨𝐟 𝐢𝐧𝐭𝐞𝐠𝐫𝐚𝐭𝐢𝐨𝐧.
3. End-to-End Efficiency
HRtech are often touted as critical to create process efficiency in organization.
But post-implementation often shows a completely different picture.
This is due to the fact that the focus is on systems implementation rather than re-designing the entire flow of HR process in an organization.
This often creates surprise in terms of additional manual work which impacts workload as post-implementation HR resources would have been resized based on best case scenario.
👉 Ideally, a new HR tech being proposed should be first mapped into existing process to 𝐢𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐠𝐚𝐩𝐬 𝐢𝐧 𝐇𝐑𝐭𝐞𝐜𝐡 𝐜𝐨𝐯𝐞𝐫𝐚𝐠𝐞 and decision taken 𝐛𝐚𝐬𝐞𝐝 𝐨𝐧 𝐭𝐡𝐞 % 𝐨𝐟 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐬𝐭𝐞𝐩𝐬 𝐜𝐨𝐯𝐞𝐫𝐞𝐝 vs entire process.
Hopefully, the above provides a comprehensive viewpoint towards selecting the HRtech that will provide value to organization.
That said, apart from the above, what are the other criteria that you use for HRtech evaluation?
About The Author: See Wei Ngiam
Ngiam’s versatile background in HR management and extensive experience working with MNCs such as Kimberly-Clark and Amway have allowed Ngiam to design Growtribe in a practical way to enable people leader & manager to accelerate people growth through a simple and yet impactful approach.