How do you align your HR technology initiatives with broader organizational goals?

Set Clear Objectives - Start by setting clear objectives for the HR department and the entire organisation . This involves creating goals to help meet key business objectives, such as aligning organisational structure with strategic goals and using data-driven insights for decision-making

Track and Measure Performance - Historically, HR has focused on the "softer," people focused side of the business. However, it's important to track and measure performance to ensure that HR initiatives align with broader organisational goals. This can be achieved through workforce analytics, risk reduction, and cloud-based data tracking

Collaborate on Goal Planning - Engage employees in setting objectives that resonate with their aspirations and the company's strategic goals. This collaborative approach can help ensure that individual and organisational goals are aligned

Integrate People, Processes, and Technologies - Implementing HR technology should integrate people, processes, and technologies with key business outcomes. This involves understanding how to identify and set project goals that align with corporate goals, as well as choosing the right technology to meet these objectives

By following these steps, organisations can ensure that their HR technology initiatives are closely aligned with broader organisational goals, leading to more efficient allocation of resources, enhanced employee engagement, improved recruitment processes, and a clearer understanding of future HR needs

HR professionals tend to be positioned as transactional order takers and not strategic thought partners for the business leaders they support. The nature of their work is more necessary and compliance driven versus a competitive differential.

Smart technology solutions can bridge that capability gap for HR professionals. 

Bringing together HR leaders, technology professionals and business leaders to co-create in an innovation bootcamp environment, identifying those competitive enabling platforms and systems that will effectively meet the needs and requirements of the business. 

This experience forces HR professionals to elevate their strategic thinking and how to best organize their work and structure that will enable them to more effectively deliver greater value to the businesses they serve.

To ensure alignment between our HR technology initiatives and broader organizational goals, we've implemented strategic measures. Our IT team established a business advisory council, convening monthly to review and update IT initiatives aligned with organizational objectives. We initiated an enterprise transformation effort a year ago. Recognizing the pivotal role of technology and data, weekly meetings are held to track progress, discuss priorities, and ensure that technology efforts remain synchronized with overarching organizational strategies.

Key is that HR and IT are teaming up on so a digital twin. On top, HRIS needs to have a seat at the leadership table, in our case at the global HR leadership team. This way the HRIS strategy is linked to the HR strategy and to the business strategy and vice versa

There are two major questions for me to determine HR Technology initiatives.  1) what is needed to help the business strategy get executed more seamlessly/with better employee experience.  2) what is needed in the HR function to help us better execute on our functional mission that improves efficiency and effectiveness of HR/our partners.  Ideally the answer to both these questions leads to the best technology solutions.  Two recent examples - our employees were not satisfied with the offerings we had for service awards.  So we went in search of improved solutions.  however, what we found was a scaleable recognition system that could be used globally and reduce our manual recognition processes and improve the traceability of recognition --from budget and leadership perspective.  Our solution solved beyond the employee experience need, and is reducing time in tracking/processing in HR, and will improve our ability to monitor spend and distribution of recognition. All improvements for HR too...and other business objectives.  win win win.