At first glance, the technology is easy to implement: almost always 'plug and play' and its application is user-friendly. However, we often see that practice is more unruly and that the technology is not used optimally due to poor implementation.

What is the secret to making the most of the opportunities offered by HR-tech? In this blog we give 4 practical tips that are the key to more success!

HR Tech: theory vs practice

HR technology is intended to optimally support employees in an organisation in every step of the employee journey. In practice, however, they see it as a disruption of the workflow and miss out on added value. The tool is not supported by the organisation and the result is that HR reverts to the things that used to work: excellence lists, multi-folders and recruitment agencies. This keeps HR in a serving function within the organisation, instead of strategically contributing to the business and human resources policy. 

4 tips for more success

Sin of all time, money and energy! That's why we would like to give you 4 concrete tips with which you can easily prevent this doomsday scenario.

1 Involve employees from the start. 

Make an inventory of employees' needs. By involving employees in the process from the start and asking them for input, the adaptation of the tool is increased. Moreover, thanks to the input from various disciplines, the system fits in better with practice. Why make everything up yourself when it can be done together?

2 Explain why you are going to use the technology. 

For management, the reason for deploying HR technology is often completely clear. That does not apply to your colleagues and those are the people who have to work with it. It is very important to explain the added value for the user. Why does it make their life easier? What does it bring them? With this you also give yourself the opportunity to bring the policy surrounding the employee journey to the attention once again. A win-win, in other words.

3 Work 'lean'.

When introducing a new tool, there is often a tendency to first sit down at the drawing board for a long time in order to think everything out exactly and then design it exactly as it is. After the introduction, the practice turns out to be different. That is why we advise you to be research-oriented. Design, test and evaluate. First use a test group to start the implementation. This allows you to identify points for improvement before involving the entire organisation in the new tool.  

4 Train the users.

Despite the fact that the use of HR-tech is generally easy, a good implementation stands or falls with training the users. It puts all noses in the same direction and also gives the users the opportunity to share questions, comments or frustrations. This considerably increases the chance of success.

With these tips you can work more successfully with HR-tech and make an important step towards the strategic management of the employee journey. Did you use the tips and did they help? Nice if you let us know!

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