Mind the gap: Rewiring the organizational approach to HR technology

Posted by Chris Havrilla on March 20, 2020.

Organizations put a lot of faith in HR technology. And collectively, they spend billions of dollars on it to drive change and generate value.1 But most organizations aren’t getting the value they expect. While almost 75 percent of respondents in Deloitte’s 2019 Global Human Capital Trends study rated HR technology as important or very important, just 6 percent believe their HR technology is “excellent.”2 That is a huge gap. In order to use technology effectively to help enable the transformation necessary to be competitive and meet the needs of the business, the workforce, and customers, organizations—and especially their HR leaders and technology professionals—need to act now to close this gap, or likely risk falling even further behind.

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Do you have an HR tech wreck?

How to frame your HR tech strategy

Posted by Chris Havrilla on November 22, 2019.

Many HR organizations acquired their technology stack gradually, as a function of new business, new leaders, and new key initiatives. As such, it’s common to find that an organization’s HR tech stack is a “wreck” of different systems, with a maze of applications, workarounds, spreadsheets, reports, and decks that don’t align with one another. It’s rarely planned, integrated, consolidated, or optimized. In many cases, it’s “owned” by different groups. In such a scenario, the care and feeding of this technology, along with tech- and data-heavy transactions, constitute as much work as the work of service delivery. Continue reading “Do you have an HR tech wreck?”