Author - Steve Goldberg- HR Technolgy Advisor

1. The "what's in it for me" perspective of each class of user; e.g., employees, applicants, line managers, executives.

2. Considering the downside of "imposing across-the-board standardization" when it unduly compromises other key business objectives.

3. The change management effort in planning & executing the implementation.

4. The training effort in planning & executing the implementation.

5. The process & technology integration effort in planning & executing the implementation.

6. Subscribing to the "trust but verify" approach with respect to vendor / product claims.

7. IT buy-in and having their criteria for support understood and transparent.

8. End-user buy-in and having their criteria for support understood and transparent.

9. Exec buy-in and having their criteria for support understood and transparent.

10. Leveraging your company's brand / value as an end-customer in making
expectations known to your vendor partner; e.g., expectation to have some input to product direction or priorities if possible/practical.

11. Your organization's previous experience with new technology adoption and roll-out.

12. Critical linkages between the various pillars of the Talent Management value chain, including those that are "focus areas" more than processes; e.g., employee engagement.

13. Internally marketing the benefits of implementing the new HR/HCM system or module --- before, during and after the system is implemented.

14. The importance of "quick wins" to create support and momentum in the early stages.

15. The importance of end-users being in control of (and being accountable for) data quality.

16. Focusing on business drivers, how they might be changing over time, and how the HR/HCM system aligns with those drivers.

17. Lessons learned from similar companies with similar implementations

18. The contingency plan for transitioning away from each HR/HCM vendor you partner with.

19. Creating & maintaining a "risk and opportunity" log from before Day 1; i.e., during the planning stage --- thru post-implementation.

20. Using a meaningful decision-support process and tool for prioritizing system enhancements needed -- or (if there's no other viable options) customizations pursued.


The HR Technology Challenge: Finding the Right Balance -
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This whitepaper brings the concept of "finding the right balance" to the forefront when discussing or considering the best approach to deploying HCM / HRMS solutions.