Considerations in Choosing an HR Technology Partner
Recently, I have been helping a client improve their performance management process. The client is amidst tremendous change within their HR department. Adding to the complexity, their industry has been under pressure to change its centuries-old business model. They have limited resources and an even more limited budget to ensure the process adds value for the organization and its employees.
The application they are using for this critical process was chosen several years ago. Unfortunately, the people who worked on the implementation had minimal experience with talent management or technology. As often happens with old-school HR implementations, the process was designed so that HR got what they needed for record-keeping, but the user experience is so cumbersome that some groups refuse to use it. In the minds of the implementors, anything is better than paper forms, but is the really true? Furthermore, the decision-makers chose the least expensive option, but the support the company offers is haphazard, tactical, and expensive..
When choosing an HR technology vendor, an organization should consider the big-picture in talent management. Gone are the days when we begrudgingly piece the systems together and provide a scattered user experience. If an organization is considering a technology change, it’s essential that stakeholders consider a an integrated approach for talent management technology. This can be daunting, but here’s what to think about.
Best-Practice Expertise: Established HR technology vendors can offer HR teams best-practice expertise they may not have access to otherwise. Today's technology vendors either employ expert practitioners or have processes to learn from their client base to bring best practices and cutting-edge considerations to all clients. HR teams benefit from the vendor's knowledge of industry trends, compliance, and regulatory issues and their expertise in optimizing talent management processes.
Customer Support: Customer support is critical for the smooth running of any technology product. Established HR technology vendors have the resources and staff to provide reliable and responsive customer support. They have a dedicated support team that can provide timely assistance and resolve any issues that HR teams may face. As a result, HR teams can focus on their core tasks without worrying about technology-related issues. Additionally, bigger players know how to perform like a partner rather than a vendor under contract. Often, they collaborate with their customers and prioritize product value for their clients.
Reliability: Established HR technology vendors have a proven track record of reliability, as they have been in the market for longer and have a more extensive customer base. In addition, they have the infrastructure and staff to invest in research and development, leading to faster product updates and innovative solutions. This means that HR teams can rely on the technology to run smoothly without worrying about system failures or data breaches.
Cost-Effectiveness: While established HR technology vendors may have a higher upfront cost than less-established vendors, they can offer long-term cost savings. This is because they provide more reliable and scalable solutions, reducing the need for frequent upgrades, replacements, and process improvement projects. Furthermore, they can provide customized solutions to help HR teams streamline their processes, leading to increased productivity and cost savings in the long run.
Scalability: As organizations grow, their HR technology needs may change. Established HR technology vendors offer the flexibility and scalability needed to adapt to changing business needs – and truly become a long-term partner to your organization. They have the resources and expertise to integrate with other business systems and provide customized solutions to meet the specific needs of HR teams.
Agility: Established HR technology vendors are more agile than smaller vendors. They have the resources and expertise to respond quickly to changing business needs and market trends. They can develop new features and functionalities and provide timely updates to their technology. This means that HR teams can benefit from the latest technology innovations without waiting for long periods.
All HR teams face similar challenges in choosing the right HR technology vendor, especially those with limited resources and technical expertise. Established HR technology vendors are often the smart choice based on best-practice expertise, customer support, reliability, cost-effectiveness, scalability, and agility. By considering these factors, HR teams can make an informed decision that meets their unique business needs. Choosing the right HR technology partner is essential in order for the organization to manage talent in an effective and efficient way.