Your HR technology could be sick, and you might not know it. That was a key takeaway last week, at #HRTechChat Episode Fourteen, when we took our walking pneumonia–afflicted technology on a jaunt to the waiting room at the human capital management technology doctor’s office. While we waited, we chatted and, as surprisingly good and appropriately themed background music softly played via speakers built into the waiting room’s walls, we stumbled upon the five stages of HR technology sickness, its diagnosis and cure or exacerbation. Well, these probably aren’t the five stages, but it’s fun to make them mirror the better-known five stages of something else….
Phase One: “I Don’t Need No Doctor”
As Deb Maher tweeted:
Most organizations are fooling themselves. Byzantine processes and middleware plague that technology. Unless their HR technology is the very latest, most integrated and aligned, chances are that a catastrophic failure of it lurks, waiting to catch the entire HR department by surprise, and at the least opportune moment. Compounding matters is the inclination, natural to many, to dismiss the need to go see a doctor, the spirit of which Rob McGahen captured with the following tweet:
- A5: They reside in management who has their head buried in the sand and ignore what is really going on via @rmcgahen
…which may mean few organizations would think to follow Joey V. Price’s advice:
- A3 again, the more prepared and trained your staff, the better equipped you are to handle challenges. Knowledge is power via @JVPsaid
Phase Two: “Somebody Get Me a Doctor”
Who has heard these words uttered calmly? Exactly—the request comes from someone under duress, even (or especially) when the doctor needed is the technology doctor, who may come in the form of a reputable, forward-thinking technology provider whose product will replace the one already in place. Or, she may come in the form of a consultant. Our tweeters had additional, equally plausible ideas of the form in which that doctor might arrive:
- A3: Working closely with hiring managers is essential to get buy in around via @jodiegg
- A3: Lots of band-aids in HR tech. Not the priority of tech dept, not the cool projects or visibility via @KirbyCole
Phase Three: “Doctor, Doctor, Give Me the News”
Here we reach the diagnosis, the news that explains what ails the HR technology. Here, too, the afflicted organization wants an answer fast. The agony and anxiety wrought by waiting for the diagnosis may have been interminable, and no matter how long the wait, the problems caused by the HR technology’s sickness have grown in their impact….
- A1: Catastrophic = not having a solution flexible enough to take advantage of new trends, tools, processes via @smashfly
- A1: disastrous illness is based on bad product/market fit via @afraymond
- A1: cold=easily fixed (ie minor data refresh or repair). catastrophic= IDK what's wrong. via @SalarySchool
- A1:Common #hris ailmt is recurring data inaccuracy-in reality, reflects foundational logic issue & not just a sniffle-see the Dr via @DebAMaher
- A1) Common #HRTech ailments - can usually be fixed with a change request to the vendor. LOL via @TMurrayOnline
- A4: Data integrity! Vital, yet not rocket science: Involves training. Also functional mapping for multiple HRIS. via @jodiegg
- A.4 Pay close attention to your implementation plans. Work on the front end will pay dividends later. via @CzarinaofHR
- A4:from the vendor's POV-listening to customers' needs & delivery of useful features/functionality=big step in curing ailments via @heathpropper
#HRTechChat Episode Fifteen Is on Wednesday, April 25 @ 4pm ET / 1pm PT
Read the preview here. We’re going to take a look at the dynamics of high-tech start-ups in the human capital marketplace. We hope to see you there.