Here is my semi-frequent reminder and pointer for blog readers that I also write a monthly column at Human Resource Executive Online called Inside HR Tech that can be found here.
As usual, the Inside HR Tech column is about, well, HR Tech, (sort of like I used to write about all the time on this blog), and it was inspired by the recent presentation that Trish McFarlane and I gave at the SHRM Annual Conference, (note, you can find those slides here).
I once again kind of liked this month's column, (I suppose I like all of them, after all I wrote them), but felt like sharing this one on the blog because it touches upon what has been in the past a pretty popular topic with HR leaders today - how to make the most of their HR technology investments.
Here is an excerpt from the column, Common Questions About HR Tech:
At the recently concluded Society for Human Resource Management Annual Conference in Las Vegas, I had the opportunity to co-present to a very large audience along with my HR Happy Hour Podcast co-host Trish McFarlane on the topic of HR technology implementations, and more specifically, on some of the most common myths surrounding the subject of HR technology more generally.
But rather than use this column to run through these myths and our ideas of how to “bust” them, I wanted to take some time to share and try and dig into some of the common questions I get when presenting on HR technology to HR audiences, in hopes that the questions that Trish and I received during and after the session are indicative of the broad questions and concerns that most HR professionals have about HR technology. And, by the way, if you are interested in the HR tech “myths” themselves, you can check out the slide deck that we used here.
Question No. 1: Is it better to have a single unified system for all of my HR processes, or should we look for the “best” solutions for each area and then integrate them later?
Our take: This question, whether a single system is preferable to several so-called “best-of-breed” solutions that support different process areas has been asked for about a decade now, perhaps longer. And the “answer” is still—unsatisfyingly—the same: “It depends.”
There are numerous and company-specific factors that influence whether the increased capability that many “best-of-breed” solutions say for process areas such as recruiting or learning are offset by the ease with which data is shared, if the user experience is common to all and the vendor-management process is simplified when using a single, unified system.
Each company has to think about how their workforces create value, their business strategy and then how these influence what kinds of technologies can support them. So there is no single “right” answer, but only a “right” answer for each organization, and this can only be found by prioritizing systems needs in light of where, how and through whom the organization drives value and results.
Read the rest over at HRE Online
Good stuff, right? Humor me...
If you liked the piece you can sign up over at HRE to get the Inside HR Tech Column emailed to you each month. There is no cost to subscribe, in fact, I may even come over and wash your car or cut the grass for you if you do sign up for the monthly email.
Have a great Wednesday!