3 reasons why you need an HR technology roadmap
Did you ever just drive without purpose? Just get in the car and go, turning left and right as the mood takes you at each intersection? It can be a fun way to spend a Sunday afternoon but if there’s somewhere you need to be, it’s about the worst method of navigation imaginable.
The same goes for HR technology. A basic HR technology roadmap will show:
- The business processes to be supported
- The objectives to be met
- The technology needed
- The implementation and maintenance program
- The resources required
Any organization large enough to benefit from an HRMS and/or other HR systems will derive a number of benefits from a roadmap or strategy.
1. A clear focus
An HR technology roadmap gives you the clearest and most direct route to your destination. It’s a clear statement of what tech you need, how it links to business goals and the timings of each stage/implementation. Then you follow the map. Of course, it’s open to review as business priorities and market forces change. A slowdown in the economy? An organizational restructure? You refer to the roadmap and decide what (if any) course changes are necessary. But you don’t go ‘off-road’ without a proper review first.
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2. C-suite buy-in
Sometimes the biggest headache in HR is gaining and maintaining commitment at the top level of the organization; especially for HR technology which may be viewed as an unnecessary expense. A clear roadmap links your HR tech investment plans to the other people management and corporate strategies, helping you to lay out the business case. However, keep it simple – if it’s longer than a page or two, you know no one is going to read it (and if a printed version actually requires binding then you’ve probably wasted your effort!)
3. More co-ordinated vendor management
With updates, upgrades, and the new products they want to sell you, your HR technology vendors and suppliers can have a sizable impact on your HR operations. A roadmap clearly shows your tech priorities, making it less likely that you will be diverted by the latest shiny software when it’s dangled in front of you. However, don’t neglect to consult your vendor(s) as they will have their own roadmaps in the form of update/maintenance schedules. If you have a single vendor for all your systems then by all means partner with them when drawing up the roadmap; if you’re taking a multi-vendor route then just consult with each for the relevant information – either way, ownership of the roadmap stays with you.
The most recent PwC HR Technology Survey found that nearly a third of respondents still don’t have an roadmap and of those that do, only half review and refresh it each year. Having an HR technology roadmap means you know where you’re going and how you intend to get there. Put like that, why wouldn’t you have one?
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