#Nextchat: HR Technology - Implementation and Adoption

Technology solutions have for some time helped Human Resources departments improve service delivery, find and attract talent, provide employees opportunities to learn and develop their careers, and support an organization’s business strategy. But what has changed in the last few years are the methods, strategies, and challenges for to insure the successful implementation and adoption of modern workplace and HR technologies.

With more and more HR technology solutions moving to cloud-based delivery models, the way HR technology is marketed, sold, implemented, and deployed to users has dramatically changed in just the last few years..

Combine the changes in the technology development and delivery process with the explosion in the number of solutions that offer HR professionals support for their initiatives and programs and you end up with a market that is full of potential and promise, but also one that can be difficult for the HR professional to navigate. Making the ‘right’ decisions about HR technology has never been more challenging, (and more important). 

Please join @weknownext at 3 p.m. ET on November 13 for #Nextchat with special guest Steve Boese (@SteveBoese) and Trish McFarlane (@TrishMcFarlane). We’ll discuss some of the most important factors for successful selection, implementation, and user adoption of the next generation of HR technology solutions.


Q1. What are the signs that it is time to make an HR technology purchase/investment?

Q2. What are some of the key elements and concepts in cloud HR technology purchases that HR professionals need to understand?  

Q3. What are some of the common statements and buzzwords given by HR solution providers, and what do they REALLY mean?

Q4. How can HR professionals identify the most important factors for their organization in their technology decision process?

Q5. After a technology is selected and purchased, what are the essential next steps to launch the implementation project?

Q6. Are HR technology projects similar to other HR projects and what specific skills does HR need for technology projects?

Q7. Once the project ‘goes live’ how can HR continue the positive momentum and ensure adoption rates meet project goals?

Q8. What are the tools &  metrics to evaluate/assess HR technology success? How can HR learn from past project experiences?


What's a Twitter chat?


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