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As an HR leader, you’ve most likely invested in various kinds of enterprise technology, from core HR tools that help manage basics like payroll and benefits, to digital recruiting tools, learning management systems and more. But are you getting the most value out of these technologies? Are you using these tools to drive business insights and guide decisions?
If the answer is no, you have plenty of company.
While most HR executives are using tech to automate routine functions and low-level tasks, many of these leaders are not taking full advantage of the capabilities and functions at their fingertips. For example, you may be using your HR cloud management system for basic functions like benefits administration or time and attendance, but not using included features like workforce planning, analytics or succession management.
And if you’re using tech only for the basics, you’re missing an opportunity to make real progress on HR transformation goals.
Many human capital leaders want to modernize the role of HR at their organization—to advise the business on workforce-related issues and focus on higher-value goals, like creating an inclusive and equitable workplace or delivering a world-class employee experience. Accomplishing that transformation will require buy-in from other business leaders.
A surefire way to get their attention: Show you can bring data-powered insights that add real business value—and that starts by going all-in on tech.
Most HR leaders know many of their technology tools are capable of doing much more than what they’re currently using them for. So why aren’t they using more features of these sophisticated tools?
Some are held back by budget constraints: In our latest Pulse survey, 66% of CHRO leaders said a top challenge at their organization is enabling human resources systems and tools, an effort that typically requires a healthy budget. Others lack the HR tech capabilities on their teams to use every feature.
Others, however, may not fully realize the significant business benefits and actionable insights that advanced HR technologies can provide. For example:
Compensation software houses market-based compensation studies to help you stay competitive—critical to retaining top talent at a time when a desire for higher wages is the No. 1 driver of higher-than-normal turnover.
CultureTech platforms measure and monitor metrics related to your organizational culture so you can make improvements and track progress. Given that 67% of C-suite executives and board members say culture is more important than strategy or operations, this can be a powerful tool in identifying valuable insights.
Digital recruiting tools are now so sophisticated that you can simultaneously cast a wider net and identify better-qualified candidates, while also making the recruiting process faster and more efficient. For instance, AI-driven software can revise the wording in job descriptions to attract diverse candidates; chatbots can keep candidates engaged and informed about where they stand in the process; and preselection software can help identify the best matches by conducting online assessments and simulating real-life job scenarios with candidates.
And that’s just scratching the surface.
Here’s a prime example of where HR leaders aren’t going all in: cloud investments. Most HR functions have deployed cloud-based workforce management systems, and executives across the C-suite see its potential to connect systems, data, devices and emerging technology to better respond to change. Our recent survey of business executives found that CHROs see the ability to make workforce plans based on data as one of the biggest benefits of cloud technology, and 39% say they see cloud as central to their business strategy and critical to revenue growth.
Yet many don’t utilize all of the system’s capabilities, even though they pay for those capabilities as part of a license. More than half (53%) of companies say they have yet to realize substantial value from their cloud investments.
Going all-in on tech starts with fully utilizing all the features and capabilities of your existing systems. But that’s just the jumping-off point. Here are four actions you can take to use HR tech to help gain buy-in on your transformation goals.