HR Technology Advisory

“By failing to prepare, you're preparing to fail”

It all starts with thorough preparation.  Impact HRT guides you through the process to avoid common pitfalls ensuring you’re well prepared to commence your HR technology journey

Seeking to transform your HR function, but need a little help in making sure it is a success? Impact HRT can support you in four key areas to ensure your implementation is set up for success.

1. Current State Diagnostic

Leveraging our HR Operating Model methodology we identify risks and issues, process contraints, and capabillity gaps to generate insight and recommendations. Our diagnostic establishes your burning platform and defines the case for change.

2. HR Technology Roadmap

An effective HR Technology Roadmap considers your technology investgment to date, your HR strategy and the broader technology landscape. Impact HRT defines your path to success ensuring your HR Tech Roadmap addresses the risks, issues and constraints identified during the diagnostic phase.

3. HR Business Case

A strong business case underpins the proposed techonlogy investments – a combination of cost reduction, cost avoidance, risk mitigation and improved revenue linked directly to the techology investment recommendations. Impact HRT’s business case methodology provides a logical and concise document that supports the basis for sound decision making.

4. Solution/Vendor Selection Support

Who is best placed to partner with you on your transformation journey? We ditch the traditional functional business requirements approach, instead focussing on the end user experience and the creation of scenarios that will address your most fundamental HR issues, selecting technologies that align best with your business needs and selecting vendors that will partner with you for success.

Six tips to successfully start your HR technology journey:

The following tips are a summary of the critical success factors that, when applied, will put your organisation in the strongest possible position to implement their chosen technology solution.

  1. Be clear on the business drivers for replacing any of your core systems. Establishing and agreeing the burning platform (compliance and risk, cost, efficiency) will facilitate leadership alignment.

  2. Substitute business specific scenarios for detailed business requirements and use these as a basis for vendor demonstrations.

  3. Ensure all costs are clearly documented in your business case, it is easy to underestimate client-side implementation costs and on-going system maintenance costs post go-live.

  4. Establish an evaluation criteria for shortlisting potential vendors (e.g. experience integrating with your payroll / financials, scalable solution to x thousand employees, implementation model, i.e. off-shore / local on site presence, specific industry experience).

  5. Ask for a minimum of two client references and request your shortlisted vendors to arrange on-site visits to speak with end users and the client-side implementation team.

  6. When you have a preferred vendor, keep a shortlist of two to ensure some competitive tension through the process and sharper licensing and implementation pricing.