HRO Today May 2014 - 55

The Benefits Package
But, while technology can certainly be considered
advantageous in improving overall operational efficiencies
for HR departments, choosing the wrong approach can
be equally as detrimental to your organization and your
bottom line.
Getting on Track
As helpful as technology solutions can be toward ensuring
your organization is on the right path and achieving a
higher level of business functionality, so too can they
result in damaging consequences for your organization if
mishandled or mismanaged. Choosing the wrong software
solution can result in the needs of your organization
not being adequately met. That can often result in noncompliance.
While this alone can be costly in the case of an
audit, rectifying the situation can be costly as well.
Implementing a solution that does not directly meet the
needs of your organization head-on can actually have the
opposite effect on workplace productivity by reducing
efficiency. In addition, repairing the issue can be costly
as well, becauses fixes can be done in one of two ways:
by creating manual processes for the HR team to track
and record needed information, or through expensive
customizations that need to be configured to sufficiently
meet the needs of your organization.
Finding the Right Fit
Not all HR technology and software solutions are
created equal, and the needs of each company can vary
dramatically, making it that much more important to know
what you're looking for and what will help improve your
organization's operations. Holistically evaluating your
processes to gain a thorough insight into what is working,
what needs improvement, and where complications are
happening can go a long way toward helping you identify
the right technology to address your needs. Here are a
few additional considerations to take into account when
vetting potential solutions.
Automation
Particularly for large organizations with numerous
moving parts and pieces, automation should be a key
consideration-especially when dealing with ramifications
stemming from the ACA. Automated systems will not
only limit human interaction, thus cutting down (or
virtually eliminating) the potential for human error, but
an automated system will also allow organizations an
opportunity to streamline processes and ensure compliance
measures are adhered to.
Flexibility
With industry regulations constantly evolving and new
standards coming through on almost a quarterly basis,
it's important for your system to have a level of flexibility
to handle shifting requirements. The more flexible your
technology can be, the more sustainable it will be in its
ability to effectively meet future challenges in addition to
present tasks.
IT Governance
Wherever possible, as a best practice, consolidate your
technology within one unified system. This is more
commonly an issue with larger companies-where multiple
HR departments in multiple locations may be running
multiple systems. A move to one single database with a
single technology resource across the entire organization
will help streamline operational processes.
Training
Keep in mind that simply implementing the newest and
most sophisticated technology will not solve all of your
problems. Even top of the line software can be rendered
incompetent if the end user does not know how to
properly access it and apply its functionality. In addition
to appropriately vetting new software to ensure it is a
suitable fit for your needs, invest the time and effort to
properly train employees as well. Ensure that you provider
either manages the technology themselves or includes an
thorough training process-and that your team is up to the
challenge.
Before you finalize any decision, remember that
technology is a tool above all things, not a cure-all remedy.
Ensure that any solution is the right one to fit your
company's needs-paying particular attention to ACA
compliance-and that it's flexible enough to grow with
you as your company (and regulations) inevitably change.
Paul Horalek serves as chief information officer of Group
Associates.
MAY 2014 | www.hrotoday.com
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HRO Today May 2014

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