Implementation Success Tips

November 10, 2021

Implementing new HR technology can be intimidating, but it doesn’t have to be. BTR has the know-how to help you prepare for your next steps.

If your organization will be implementing new HR Technology, consider these tips for success.

#1. HR technology alone will not solve the issues challenging your company.

Implementing the best technology on the market in and of itself will not ensure success. Your people and processes are crucial to the successful adoption of the new technology. Implementation is not just an event; it’s part of the deployment. Leadership might also need to consider simplifying any complex processes within the organization to facilitate the technology’s success.

#2. Know the difference between Implementation and Deployment.

On the surface, you may know the difference between these two terms, but we’d like to offer a deeper definition for HR Technology:

  • Implementation is the transition from one technology platform to another, (and sometimes the initiation of new technology), and it typically includes a transfer of data as well.
  • Deployment is an overall digital transformation of your technology. This begins when you connect with the people in your organization, learn what innovations are needed, and deliver on those needs with technology and processes.

#3. Deployment strategy should start before going to market.

Before shopping for your HR Technology, leadership needs to develop an overall plan of action, including active listening, engaged stakeholders, strong supporters at every level from executive to the field, and early adopters of the selected technology. These resources will help ensure successful workplace adaptation and adoption when the new technology rolls out, and these resources should be lined up in advance.

#4. Assign a Point Person.

When you get to the implementation phase of deployment, have a designated project manager as point person who will loop all major stakeholders into the process as necessary. The Point Person can disseminate updates to Payroll, HR, IT, Finance, Benefits Administration, etc. to facilitate communications and prevent dropped tasks.

#5. Establish a Timeline.

Depending on the size and complexity of your company, plan on 90-120 days for Payroll and Time Management to be implemented. After that implementation, expect an additional 90-120 days for the Benefits Administration implementation. These timelines are typical amongst most technology vendors we see in the market, so being aware of your organization’s timing needs will be key to meeting your overall goals.

Thinking of implementation as part of an ongoing process-improvement initiative, rather than just a one-time event, will help your team focus on how you will lead your organization to a successful launch of your new HR Technology.


About the Author

Holly Larson manages one of BTR’s prominent national advisor relationships.  She is responsible for driving the overall strategy and delivering successful outcomes for her partners and clients through creative solutions and in-depth market analysis.