There are various benefits of investing in HR technology. It can reduce the time of the recruitment procedure. It can also improve decision making. So it can thrive the business. Sounds appealing?
So why not invest in HR tech for your business. Here are some integral steps to take. Here you go!
First Step: Assess the Opportunity
There are two areas which are transactional and transformational. Let’s analyse these two areas.
Transactional
Describe this area for your business. Look for daily processes of HR such as:
- Repetition of HR processes.
- Labour concentration.
- Stakeholders affected by HR processes.
- Effectiveness of HR processes.
Transformational
Vision this area for your business. This will include questions like:
- How well are strategic goals achieved for the business?
- How are competitors working?
- How could talent gaps be overcome?
- How to train and hire employees?
- How to sustain great performance?
Second Step: Measure the Opportunity
The next process is the measuring of opportunity. Different methods could be used. These can include the following:
Recruitment Effort
To measure the efforts required for the recruitment procedure. Include questions like:
- How much capital is invested in the recruitment process?
- How much time is required for the recruitment process?
KPI Measurement
Different calculations will be carried out for the HR tech process. Such as:
- Delays in process.
- Opportunity expenses.
- Hand-offs.
Managerial Burden
It includes the creation of reports as well as payrolls and timesheets. It also includes the time required for these processes. Here questions are asked like:
- How much time is invested in creating reports?
- How much time is required for timesheets?
- How long is the payroll process?
Elements for Change
It also includes different elements that are required for change. Feasibility is checked for the operations by comparing the Business Value Added (BVA). Higher the value, more the time is required to complete it.
Third Step: Define the Perks
Divide the HR into different segments to analyse the benefits. It could be divided into four elements. These are as follows:
HR Team
- Strategic HR.
- Reduced manual tasks.
- Delegating strategies.
Employee
- Increased distinguishability.
- Enhanced employee engagement.
- Increased authorisation.
Managers
- Increased control.
- Enhanced authorisation.
- Improved visibility.
Senior Managers
- Reduced costs.
- Lesser HR transactions.
- Improved organisational efficiency.
- Easy achievement of goals.
- Enriched productivity.
Fourth Step: focus on "buy-in" strategy
An organisation can achieve the desired goals by implementing the buy-in internally strategy. There are various benefits of this strategy. Some of these are listed below:
- Improvised processes of the HR and company.
- Prepared individuals as well as managers.
- Development of clear goals and ideas for the future.
- Easy understanding of current processes.
- Documentation of different processes.
Fifth Step: Define the Needs of the Business
Every business has its own needs. Look for the needs first. So you can invest effectively in the HR tech. Look for various factors such as:
- Ways of starting the business case.
- Cost analysis.
- Stakeholder analysis.
- The vision of the company and its core objectives.
By analysing the business needs, you can outline your objectives in a clearer manner. It can also help you to gain a competitive edge in the market as well as can reduce the costs.
Sixth Step: Outline your HR vision with Business Goals
For an effective business case outline the HR tech vision with your business strategy. It is very important. It can help you to improvise. Your business goals must be:
- Single-minded
- Achievable
- Action-based
- And outcome-based
So by aligning them with the HR tech vision, you can improvise your business strategy. It can help you to grow effectively.
Seventh Step: Analyse and Identify Risks
Risks are a part of the business. To smoothly run a business, it is important to identify risks. They can increase costs. So beware. Try to analyse them. So that costs are cut down. Focus on the following factors:
- Look for extra costs.
- Perform risk assessments.
- Invest in risk management.
- Align and improvise your policies and practices.
- Measure potential costs.
Eighth Step: Measure the ROI of new Tech
Calculate the ROI of new technology. It can help you to compare its effectiveness. You can analyse different factors, such as:
- Analysing financial benefits.
- Effectiveness of new technology.
- Time reduction.
- Cost reduction.
Ninth Step: Analyse and Contrast Vendors and Competitors
Examine the performance of your vendors and competitors. Competitors are very important. Analyse their activities. Their methods. Their approaches. Try to come up with methods that are more effective as compared to them. Perform the following actions:
- Research your vendors.
- Research thoroughly your competitors.
- Analyse strategies of competitors.
- Examine solutions adopted by vendors.
- Check the compatibility of their processes with your organisational goals.
- Look for long-term costs.
- Check for the feasibility.
Winding Up
So these were the nine effective steps that could be taken by business companies to develop a strong business case for new technology implementation. Businesses need to analyze and evaluate these steps as HR plays a vital role in the organization.
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