Your New HR System - Getting the right Technology.

HR Technology is now an integral part of Human Resources operations, streamlining processes, increasing efficiency and saving time and resource. However, it is also an area that is littered with failures, usually due to HR professionals not having the right know-how to get the selection and / or implementation right.

The sourcing, selection and implementation of HR technology is going to land on the plate of every HR professional during their career, almost certainly more than once, as the lifetime of technology shortens rapidly, mainly due to technological advances generally, currently those in Artificial Intelligence. Successfully negotiating such a project will become a standard skill set for every HR professional.

In 1995, only 23% of small businesses in the US used HR software; over 25 years later, that figure is now 89%.

Our recent investigations suggested that there were at least 3000 HR technology vendors in the USA, and round 600 HR technology vendors in the UK alone, so you can imagine the wealth of choice available on a global basis. The odds against of picking the right one are not favourable!

A 2024 Gartner survey found that only 24% of HR employees believed their HR function was maximising the business value of their HR technology, and only 35% were confident that their current HR tech approach helped achieve business objectives. The potential for improvement is huge.

Another study by Sapient revealed that over 50% of responding organisations were considering changing their HR tech over the succeeding 12-24 months, indicating high levels of dissatisfaction with their current applications generally due to either the wrong software being chosen, a poor or incomplete implementation, or advances in technology turning the current software into a legacy system that no longer serves the needs of organisation.

If you get it right, HR software will lift a large burden of routine admin from the HR department and enable the function to deliver more value and – crucially – give management access to vital information. HR data is a increasingly important factor in management planning.,,

This course will simplify the whole story so that you can plan with confidence and reduce your chances of going wrong.

Denis W Barnard, the course author, has an enviable record stretching over a couple of decades that his shortlists always included the one ultimately selected by the client. All his accumulated knowledge and experience lie behind this course together with those of his colleagues.

The course takes you through the whole process starting with building a business case for purchasing a new HR system – whether for the first time or as replacement, developing a profile of the required solution and then organising product demos to arrive at a selection decision.

After that, you move to the implementation project plan, getting a project manager to drive it, passing through configuration to your specification, user testing the software and data and the on to the Go-Live.

After this, it’s a question of adapting and developing your system to solve more issues and form a data powerhouse for your organisation.

The course has been compiled to give you the right amount of practical knowledge and tools with special emphasis on avoiding the many traps and maximising the chances of a successful result. The skills acquired here are generic and will apply to any territory around the World.

The course is delivered in a logical time sequence and is deliberately non-technical for all levels of experience. After each course section there are Top Five Tips for you relevant to that topic.

There are screens and text collateral accompanying the whole course, together with a set of questions at each stage to test out what you’ve learned and those answers can optionally be directed at the instructor for his assessment and commentary.

Good luck on your journey!