For example, difficulties involved with implementing new systems can include education of new processes, the data transfer process from the old system to the new one, ensuring employees understand the purpose and rationale of the change. Of course, perhaps most challenging is identifying a system that uniquely fits a company's needs and growth prospects. Some data points from Deloitte Human Capital Trends highlight the impact these challenges can have:

32% of HR projects are over budget.
53% missed the implementation deadline.
42% stated their HR tech projects were either not fully successful or failed completely after two years.
40% felt they did not have enough expertise to properly complete the project.

What is the first thing employers should do when looking into implementing a new HR system?

The first steps of acquiring a new system are, in many ways, the most important. Employers should extensively research which systems are available and compare that to the needs identified by the company as most critical. There are a lot of systems out there that specialize in many functions – payroll, PTO, and onboarding are just a few examples. Without that background information and feedback from differing perspectives of leadership going in, it will be extremely difficult to understand which system will truly work best for you and your employees.

Instant Insights /

Implementing HR technology: A Q&A with Nataliya Boychenko Stone

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