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5 Steps to Take Before Implementing Your Talent Management or HR Tech Solution

5 Steps to Take Before Implementing Your Talent Management or HR Tech Solution

5 Steps to Take Before Implementing Your Talent Management or HR Tech Solution

So, you already have a pretty good idea of what you’re looking for in a talent management solution, and you may have already purchased it, but now all that’s left is implementing it in your business strategy. A talent management solution can bring a variety of benefits to an organization, like smoothing the flow of information across HR, payroll, and benefits administration.

Download Link to Talent Management Buyer's Guide

In order to see any improved efficiency in your business, however, employees need to be cooperative and learn how to utilize the  new software. Here at Solutions Review, we’ve complied five steps to take before implementing your talent management or HR technology solution. You can find these and more in our free Talent Management Buyer’s Guide.

1. Involve Future Users in the Requirements Setting

When looking for a talent management solution to match your business requirements, it can’t be overstated how important it is to talk to your team. Take a sample of the potential users and consult with them to learn what features they’ll need to make your investment worth it. Even though the HR department may be the primary users of the software, discuss with managers and employees the challenges you’d like to see addressed.

2. Communicate

You should inform your team about the new software purchase and why you’re investing in a talent management solution. Let them know what they can expect and why they’ll benefit from the talent management suite. If they’re fully informed about the decision, they’ll be much more likely to accept the software. You should provide ways for employees to voice any concerns that they may have about the transition too.

3. Engage Users in the Implementation Process

Identify the users who are most likely to adopt change in your workplace and familiarize them with the talent management software you plan to use. By doing so, you simultaneously build their knowledge of the system while also using their engagement with other employees to build enthusiasm for the transition. These employees should also be the ones to try the software first in order to assist others when it comes to the full system integration.

4. Test the Product Before Launch

By testing the software before you implement it, you can bypass a number of potential headaches and ease the transition into a more fluid user adoption. By introducing a system with a number of glitches and faults, you may find that employees are more apprehensive to adoption (or downright hostile towards it!). Preparing for user adoption by running users tests will save you both time and money in the long run.

5. Provide Training and Support Your Team Needs

While vendors often provide impressive customer service and implementation support, it’s important for you to understand the unique learning styles of everyone who will be using the software. Accommodating to individual learning styles is the key to ensuring that the software is being used to reach its full potential. Before beginning training, assess users to identify any major learning gaps, and start to assemble a strategy to address them.

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Looking for more? Download our talent management buyers guide and check out the top-24 products available in the market with full page vendor profiles, key capabilities and questions to ask yourself and the vendor before purchasing a talent management solution. For those just starting the talent management software search process, this is truly the best resource to help get you going.

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Download Link to Talent Management Buyer's Guide

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