| | SEPTEMBER - 2023MANAGEHRMAGAZINE.COM8In MyOpinionThe HR technology space has exploded over the last decade as a result. Implementing an HR technology solution poses significant upsides, including gained efficiencies, an enhanced employee journey, and insights. Whether you implement an integrated HCM, a targeted solution, or a combination of "best in breed" solutions, a successful outcome can be significantly impacted by the diversity of your team, the change management effort, and conducting a thorough pre-implementation. Who is at your table?A technology implementation involves data, technology, business, and people. Involving stakeholders from each area from day one and considering the implications to each group develops a holistic understanding of and plan for the technology. While you and your team bring subject matter expertise, this is only one star of a complex constellation of a system. Your data team will bring in an understanding of your broader data strategy, data governance and privacy considerations and best practices for storing and reporting. The Technology team and product management team will offer expertise and ongoing support related to integrations, process mapping, considerations of the technology itself, vetting the ability of the technology to meet your requirements and required sustainment support longer term. People or users of the system can offer operational insights that will help you reconcile how the technology will be used and what practical considerations should be made. They will also be valuable inputs into the case for change, helping you identify the benefits to be realized through your solution and be part of your user acceptance testing and change management efforts. Involving each of these stakeholders at inception creates space for the project, ensuring By Natassa Zervopoulos, Director of Employee Experience (People and Culture), Venterra RealtyKEY CONSIDERATIONS FOR A SUCCESSFUL HR TECH IMPLEMENTATIONNatassa Zervopoulos
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