HR technology, or HR tech as it is often referred to, is an umbrella term that describes the software and systems used by human resources. HR technology covers a wide range of areas such as payroll management, recruitment, performance, absence management to name just a few.
It is a multi-billion-pound market that is constantly growing and shows no signs of slowing down. HR technology automates business processes and helps those working in HR to do their job more efficiently. However, it is not just those who work in HR that benefit from this technology. Systems for performance management and absence management are used organisation-wide, helping everyone in the business.
When looking to bring new technology into the business, you must have a plan of how it is going to be implemented. Not just from an IT perspective, but one that ensures everyone who is going to use it can, quickly and easily.
How to start implementing HR technology
Before implementing any new technology, you need to first understand what is expected in terms of resources from your side, as well as how long it will take to get it fully implemented into your business. Thankfully our setup process is extremely easy with 9 steps that will get you set up with an Edays system.
Communicate with employees
Again, before the system is in place, it is best to send out an email to everyone in the business, informing them of the change in HR tech. In this email tell them what the new HR tech is, when it will be introduced, why you are implementing it, and how it will benefit them.
Purpose: To help ease employees into using the new piece of HR technology, you need to tell them the purpose of why you are introducing it.
Benefits: You will also need to showcase the benefits of the system, not just how it will help the business but how it will make employees’ lives easier, processes quicker and in the case of Edays, ultimately help to increase their wellbeing.
Time frame: Give everyone enough notice of when the new system will come into place. We suggest telling everyone at least a month before it is due to go live.
Changing the way people work is always an area that needs to be carefully thought about. People don’t like change and when they hear they will be required to use new technology, people start to panic.
A good onboarding process
Once the new HR tech has arrived, there must be a seamless onboarding process that gets everyone up and running as quickly as possible. This does not mean giving everyone access from day one and letting them run wild with the new system. You need to make a plan on how you are going to onboard everyone.
There are a few ways to go about onboard employees:
Small group sessions: Create small groups of 5-10, depending on how big your company is, then have small training sessions which can be managed easily.
Sessions for just managers: By only having one or two training sessions for managers, can speed up the process of getting everyone up to speed with the system. Managers can then train their team whenever it best suits them.
Create a guide: If you don’t have time or resources to sit down and train everyone, you could create a guide that employees can follow and train themselves. A good HR solution should come with a host of online resources to help you with this.
Keep employees trained
Implementing HR tech does not stop after everyone is fully trained and using the system. It’s very easy for employees to slip back into their previous routine and stop using the new system.
If there is a new feature being added to the platform or you are buying an additional module, then you need to go back to stage 1. Communicate with employees about the new feature, when it will be introduced, and the benefits to them. Then once it has been introduced, you can start the onboarding process again.
Business and technology working together
Technology and business evolution go hand in hand. As a business evolves, it will need new technology to help them automate the process and run the business. If you don’t invest in new technologies, your business could stand still as innovation is key to business growth.
If you are looking at new HR technology that can benefit your business, why not take a demo of our absence management platform that can help you manage holidays and sickness easily.
Chris is Chief Technology Officer and co-founder at edays. He has over 15 years of experience in developing industry-leading web-based applications with a broad, in-depth knowledge of IT and a true passion for solving problems through the use of technology.