Human resources teams have a lot of busywork to get through, a wide range of key decisions to make, and plenty of employee support to provide. And with just an 8 hour day to get all of these things done, your HR team is under a lot of pressure.
So of all the teams that make up your company, your HR department is the one place where tech tool investment is crucial.
But providing tech tools is a balancing act. You don’t want to invest in digital capabilities that your team doesn’t need, nor any tools that’ll make their jobs more complicated than they need to be.
You need to provide tools that will be beneficial, and there are a few things to think about when doing so.
Listen to Your Team
How do you know what issues your HR team is having if you haven’t asked them first? You can’t! You’ll only ever be guessing, and that can lead to some very expensive mistakes.
Always check with your actual HR team before you look for new software. Collect feedback on your software ideas, as well as their common frustrations they’d like to get rid of.
Pair these two things together and you’ll be able to pinpoint your HR tech needs a lot more swiftly in practice.
Check for Platform Integrations
When you invest in a new software for your HR team, in the aim to automate their working processes, there’s one thing to always be sure of: what platforms it integrates with.
Why? Because it’s incredibly time consuming! You don’t want your HR team to have to add another admin task to their to-do lists, where they have to manually transfer and set up data from one platform to the other. That isn’t going to simplify anyone’s workflow!
Whenever you’re in the market for new eDiscovery Tools that make sorting through employee data and reports easier, double check if it’ll slot into your current suite without any hassle.
Focus on HR Issues
If you’re going to provide more software tools to the HR department, make sure those tools are made for HR issues!
There’s no point only ever investing in more general business tools that have little to no value for the HR structure. Your team needs to be able to open up the program, log in, and get to work.
Always check for HR real-life use cases, as well as HR adaptations that the software developer makes clear on their website or within their demo.
At the same time, check with your team before investing in a full company-wide rollout. Let them test the software to see if it improves their workflow, and if they’re less than happy, it may not be the right choice.
Providing your HR team with actually useful tech tools needn’t be difficult. Ask the team to get involved, make sure you can integrate any programs into the current working setup, and try to focus on only sourcing HR-specific tools.
