Last month I wrote about the inaugural report issued by the analysts at KeyInterval Research. (You know them as John Sumser and William Tincup.)
They have an ambitious research publication agenda – one report a month. And here’s why I like what John and William are doing:
KeyInterval is an experiment. It is our goal to stay experimental for the life of the company. With each new report, we’re experimenting with survey methodology, data sourcing, data screening, the mix of qualitative and quantitative information, and the edges of HR Technology practice. It is a search for standard practices. We are more interested in what practitioners do than what some self-appointed guru thinks they should do. Our goal is to understand the actual experience of the people who use HR Technology.”
There is little independent information about what actually works in the HR tech space outside of vendor sponsored information, so I find their approach refreshing and really useful. Their second report has just been released and it’s another really interesting look, this time at how organizations successfully implement HR technology.
The report, Successful Implementations, reveals exactly how successful HR technology implementations happen. If you’ve got an implementation in your future, these findings would be a wise investment.
As with their previous report, Successful Implementations is organized in a way that makes the findings practical and easy to consume. It defines what an implementation is, gives an overview of the important insights and major findings, analyzes qualitative conversations with HR leaders, picks the right data points to share, exposes commonly held myths, identifies notable vendors and shares the study’s methodology.
The piece de resistance is the quick Pocket Guide: Successful Implementation Checklist.
Here’s a quick overview of one of the data sets that might be interesting to you:
I’m interested in all these points, but the first really speaks volumes to me. HR leaders who have sponsored successful HR technology implementations prioritize the fundamental aspects of the projects as:
I like the order of these priorities. Putting the user (employee) experience first is just where I’d want HR to be. Putting cost second, means that fiscal responsibility is critical. Ranking time to completion third shows an operational understanding that I like.
Together these show enormous business acumen. Perhaps one of the reasons their HR tech implementations have been successful is that the HR leaders on point are really business leaders first and HR leaders second.
Perhaps these were more business tech than HR tech. I wonder if John and William could shed light on that hypothesis…
Again, Successful Implementations contains great data, analysis and insight that would be valuable to any organization contemplating an HR technology implementation. Here’s where you can get a copy.
This originally appeared on China Gorman’s blog at ChinaGorman.com.
