<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=277773366320008&amp;ev=PageView&amp;noscript=1">

Text Size

- +

Much has been made about the leaps and bounds in HR technology. From AI chatbots to better human resource information systems, technology is making HR more efficient and effective than ever before.

Download "The Ultimate Checklist for Adopting AI within Your Organization"

However, HR professionals need to be aware of the increasing need for an effective strategy when it comes to HR technology. Technology may seem like it’s set to solve all your problems, but it is ultimately nothing without a strategy. Here’s why.

1. HR Technology Needs to Be Implemented Properly

One of the reasons you need to be sure you have an ongoing HR strategy is so you can properly implement your chosen technologies. Technologies that are adopted without a plan for implementation usually create more problems than they solve.

This happens for a number of reasons. You may not have the budget needed to fully implement the right solution. You may not offer enough support, such as training. As a result, your employees may not have access to the tools they need or the skills necessary to use the technology.

2. You Aren’t Adopting the Right Solutions

An ongoing HR strategy will help you identify the technology you need to adopt in the HR department.

Though a program’s interface may look very slick, remember to ask yourself what this new HR technology is accomplishing. If it’s not resolving an identified issue or supporting a goal within the strategy, you probably don’t need to adopt it.

3. You Don’t Plan for Upgrades

Another reason ongoing strategy is so important for HR technology is because you absolutely must plan for the future of technology. Anything you adopt today will, at some point, become outdated.

How will you deal with legacy systems? When will you phase out this system and adopt a new one?

Asking these questions can also help you budget properly for adopting any new technology for the HR department. Depreciation and costs will look different if you plan to keep a new system for ten years versus five years.

4. Policies Must Be Created to Manage Technology

You also need a strategy to plan for policies surrounding the new technology. This can include policies such as data protections or file destruction.

If your HR strategy includes objectives such as becoming more transparent or protecting employee privacy, you’ll need to look at your policies surrounding technology. You’ll also need data management policies if you want to leverage the information you collect to inform your strategy.

5. A Strategy Prepares You for Technological Change

A strategy can also prepare you for the future. While you may not be able to anticipate tomorrow’s technologies, a well-planned strategy can help you act more strategically when those new technologies arise.

Take chatbots for example. While this technology is still emerging, a company with a desire to provide better HR support to employees would be more likely to consider the chatbot solution than a company that didn’t.

Again, strategy informs your approach to technology and helps you adopt the right solutions to meet your goals. Technology can help you solve problems within the company, but only when it fits neatly into your strategy.

6. Technology Will Evolve Your Strategy

Your strategy should be ongoing because it must continue to evolve. HR technology is continuing to change, so a static strategy will eventually be outstripped by technological capabilities.

If you continue revising your strategy on an ongoing basis, you’ll be more likely to succeed when you adopt the latest technology for the HR department.

Download "HRIS: The Who, What, When, Why, and How" Guide

Kaneez Jaffer

Kaneez is a Certified Human Resources Leader (CHRL) with an advanced knowledge of human resources and organizational structure and design. She has extensive experience with HRIS systems and understands the need to move HR from a transactional model to a transformational one. She has worked in the investment banking, insurance, and legal industries, as well as with large not-for-profit centres helping to simplify and streamline their internal systems. Kaneez is an expert in building relationships and affecting change in a positive and productive way. She acts as the key HR business partner at Apri Insurance Services Inc, managing the implementation of JungoHR, while providing expert advice and counsel on a range of HR matters. Kaneez holds a Graduate Certificate in Human Resources Management as well as a Certificate in HR Law for HR Professionals from Osgoode Hall Law School in Toronto, Canada.

We're ready to help. With COVID-19 top of mind, we're committed to keeping you informed. Learn More.

We use cookies to improve your browsing experience. Using our site means you’re okay with this, and you can learn more in our Privacy Policy.