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HR Technology SIG Webinar: How to Create User Adoption of HR Software Applications
The HR Tech SIG will be hosting our next meeting via webcast and feature William Tincup. He will be talking about user adoption of HR technology. If you have not heard William speak, you cannot miss it. He is informative, witty, direct, knowledgeable, and opinionated. William has great respect throughout the HR Tech community (as you can see from his bio).
Overview: Organizations spend considerable amounts of resources (time, labor, financial) on HR software implementations with the goal of improving performance and recordkeeping. However, many organizations are often left wondering whether or not the investment of those resources was a wise decision. When there is a gap between desired improvements and actual results, it is often because user adoption of the new software is shockingly poor. In this session attendees will learn how to maximize their investments by effectively managing the specific processes involved in a major software change implementation.
Summary: I want HR practitioners to really leverage the HR software that they purchase. Every single day, HR software is purchased by HR practitioners. For this discussion think "software" as in systems, platforms, applications, point solutions, etc... even more granular think; recruiting (ATS- applicant tracking system), performance, succession, compensation, learning, HRIS, payroll, etc., etc., etc.
No one wants to admit it publicly but most HR software is NOT adopted by users and/or admins. Sure HR uses some of the software they purchase but only a fraction. Sales people sell HR software based features, benefits and attributes of said software. Over the past few years HR practitioners have fallen in love with the GUI (graphical user interface) of HR Software. Needless to say, HR software firms have churched up their software, added some sizzle and viola... HR software looks better than it did 5 years ago. So what. It looks better, it's delivered differently – SaaS (software as a service) versus on-premise, etc. Again, so what. If users don't use the software then the ultimate value is never gleaned.
In most companies, HR has to build a business case for software purchases. A part of said business case is some sort of fuzzy math ROI calculation and/or cost benefit analysis for the expenditure. I think largely these calculations are fraudulent because I have yet to see an ROI calculation that takes into account differing levels of user acceptance of said software. They all assume 100% user adoption.
What makes this so crazy is that most HR professionals are terrible at managing change when it comes to the HR software they purchase. They tend to think too much about the selection of the "right" software and less about what happens next (read: post-sale). Don't get me wrong - selection is important but I honestly feel that one can have the "wrong" software but if it is truly accepted by users... you'll get more out of it than the "right" software that is poorly accepted by users. Of course, if one could combine the "right" software with phenomenal user acceptance... then I believe HR could unlock all the potential of said software. In case you're curious, here's why HR does a poor job managing change in regards to HR software. It's getting the following factors all wrong:
· Communication strategy (who, what, when, where, why, etc.)
· Anxiety management (we're going to take care of you... no matter what)
· Expectation management (yesterday you did, tomorrow you'll do)
· Onboarding (treating users humanely & getting them excited about the future)
So the purpose of the presentation is to help practitioners resolve these change management gaps. He’ll communicate best practices for both new HR software purchases as well as how to garner user adoption of existing software purchases.
This program has been approved for continuing education credit through HRCI.
This program has been approved for continuing education credit through SHRM.
Webinar: 11:30 AM - 1:00 PM
$15 for Cleveland SHRM members
$20 for Guests/Nonmembers
ABOUT OUR PRESENTER
William is the President of RecruitingDaily. At the intersection of HR and technology, he’s a writer, speaker, advisor, consultant, investor, storyteller & teacher. He’s written over 200 HR articles, spoken at over 150 HR & recruiting conferences and he’s conducted over 1000 HR podcasts. William prides himself on being easy to find on The Internet, Google him and connect with him via Twitter, Facebook, Instagram and LinkedIn.
William serves on the Board of Advisors for Weave, Vervoe, Brazen, hirepool, Talentegy, Wellocity, Talent Ninja, Universum Americas, Engagedly, Echovate, VibeCatch, Continu, Hyphen, Recruit KARMA, Happie, RolePoint, Causecast, Work4, Talent Tech Labs, and SmartRecruiters. He was previously an advisor to PeopleMatter (sold to Snagajob Q2 2016), Good.co (sold to StepStone Q1 2016) Smarterer (sold to Pluralsight Q4 2014) and a board member of Chequed (merged to create OutMatch Q3 2015).
William is a graduate of the University of Alabama of Birmingham with a BA in Art History. He also earned an MA in American Indian Studies from the University of Arizona and an MBA from Case Western Reserve University.
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