Moving HR into the Cloud seemed like such a great idea at the time with so many potential benefits to be had… but instead we’re seeing that:
- People aren’t using the new toolset effectively
- The experience of working with HR has not really changed
- We have access to a lot of new data but aren’t sure how we can get the most value out of it”.
SO WHAT SHOULD YOU DO?
We find that where the benefits of moving to cloud HR are not fully realised one or more of the following areas needs additional focus:
1. HR OPERATING MODEL
One client told us “Getting our HR operating model right was the single most important part of our HRIS implementation”.
A successful move to an HR cloud solution, one which changes the way you interact with HR, requires changes to your HR operating model. This is because when one layer (in this case, technology) changes this has implications for all others.
We’ve heard: “If we had involved people from the start our roll out would have been more successful”.
Whilst HR cloud solutions can often be highly intuitive and user-friendly this alone is not enough to guarantee user adoption, let alone using the system in the right way.
Our experience tells us that people struggle to embrace the new technology if they are missing a willingness and / or ability to adopt. Example root causes include:
Through a combination of interviews and assessments the root causes can be identified and the right combination of targeted interventions put in place. Where a comprehensive selection of business areas might not have been involved during the design and roll out of your HR solution in the first place this presents a good opportunity to turn around user perception and increase engagement by involving people in the process. The scale of behavioural change - with significant changes to both HR and line manager roles in particular - should not be underestimated. We recommend revisiting how these changes are reinforced through performance management, and positioning HR at the front and centre of driving change. For adoption to be successful the focus needs to be less about the new technology and more about the changing role of the HR function. In short, a concerted change management effort is needed to:
- Clearly articulate the case for change and align leaders around it
- Define the success criteria for user adoption and how they will be measured. Once a common set of goals has been agreed the plan can be put in place on how to get there
- Engage stakeholders and bring clarity around their role in the change as well as supporting them in how they can actively role model the behaviours expected of their teams
- Fully understand the change impacts as a means to define targeted interventions that will resonate with and engage specific groups
3. DATA AND ANALYTICS
We’ve heard that: “Thinking about how to use the data effectively from the get go made all the difference when getting buy in to the business case”.
The ability to generate real insight through improved access to data, spurring the move from intuition to data-driven decision making is one of the most significant benefits of implementing a cloud HR solution. To make the most of this data consider:
Data and analytics is set to disrupt HR - especially with advances in predictive analytics. Your HR cloud solution is one step on that journey - equipping people with the right skills now will set HR up as a forward thinking innovative partner to the business.
We’ve heard: “If we had thought more about how implementing Workday fitted in with our broader plans within IT we might have planned the roll out differently”.
It is essential that IT are able to support the new technology and manage the integration points between the HR data and the numerous systems it interacts with. Key IT considerations are:
Embarking on your HR cloud journey? Want to find out more about realising the benefits from your HR cloud solution? Need help with an overarching cloud adoption strategy?
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