10 Reasons Why HR Tech Transformations Fail | myHRfuture

Many HR practitioners are optimistic about the proliferation of HR tech platforms transforming all facets of HR and talent management. And while many share in this excitement, practitioners must be careful about not falling into the “bright and shiny object” trap when assessing new HR technologies. Instead, they need to take an expansive view of the multiple—and often less obvious—factors critical to HR tech evaluation and implementation. This brief article covers ten reasons HR tech transformations fail and how to avoid them. Among the ten reasons are: 1) no alignment to the current business imperatives and the business challenges the HR tech will help solve, 2) not involving IT from the start, and 3) a poor procurement process. Another reason HR transformations fail is that organizations are not agile when mobilizing HR tech efforts. Rather than using agile principles — such as defining a minimum viable product and piloting it with a smaller part of the organization—organizations often try to take on too much and overly complicate the process. These organizations might give every implementation decision equal importance, resulting in a protracted time frame where they spend excessive time “majoring in the minor things.” In some organizations, efforts may stop entirely because of this ineffective approach. HR practitioners can increase the odds of a successful HR transformation by being aware of these ten traps and intentionally implementing tactics to avoid them.