Balancing the innovation equation
Implementing new HR technology for your workplace is always exciting. It can make your organization more productive and appeal to the talent that craves to get their hands on innovative new tools. What’s not exciting is the resistance to change from your people. You’re likely to believe that implementing new technology is the key to a successful strategy and although the right tools can be beneficial, if they’re in the wrong hands it can be detrimental.
In today’s technophile society it’s expected that people have the skillset to quickly adopt to new technology. However, this isn’t always the case, especially when there are so many bells and whistles being released daily. Whether it’s your existing management team or your employees – if they’re not aligned with your vision, the investment you make in implementing a new HR tool will fall by the wayside.
Your HRIS provider may talk you through the steps you need to take to successfully implement a new system but no one will address the disruption that occurs following a ‘successful’ technology launch. Are you prepared for the resistance to change and the frustration employees will have with incorporating a new tool? If you don’t have a plan on how to increase adoption rates, then this is the whitepaper for you.
This technology-oriented but non-technical whitepaper by Aaron Hudson, Divisional Vice President of Implementation at ADP Canada highlights the factors that contribute to the adoption of new HR technology within an organization. You will learn the actionable steps you will need to take to align new technology with your overall strategy. In each case, preparing for this kind of organizational change, whether it’s a big change such as migrating to the cloud, automating your talent process or a smaller scale transition, gaining buy-in and commitment early on from your end-users can make all the difference.