When implementing new HR tech, how do you ensure human-centric design remains at the forefront of the employee experience?

Honestly, this starts with HR leaders knowing about the possibilities and methods of Human Centered design, so that when the approach is defined the core pieces of empathy and testing are included from the beginning.

Too often we try to bring in HCD as an afterthought, which creates tension.

Work with the audience to identify the true business needs and work on business requirements. Then involve the right people in the project as well as end user testing. Don't implement HR tech with HR people only, make sure you actually solve a problem or a business need and involve those people who are best placed to work on improvements. 

I believe it starts with identifying the business problem we aim to solve. It is crucial to understand the drivers and dimensions of the problem and consider multiple perspectives. We should evaluate existing processes and approaches that have failed to deliver desired outcomes. Looking at the problem from a user design perspective is also essential. While technology can address stakeholder concerns and improve processes, we must not overlook the people aspect of change and ensure effective adoption. Conducting due diligence, defining measures of success, and considering the technology's shelf life are key criteria for making informed decisions. It is also important to avoid overspending on solutions that may not align with the organization's purpose.

When introducing new HR technology, prioritizing a human-centric design for the employee experience is important, this can be achieved by:

1. Conducting extensive beta testing and piloting with user groups to gather feedback.
2. Utilizing dipsticks and post-change sentiment checks to gauge the user-friendliness of the interface.
3. Continuously incorporating user feedback to introduce iterative improvements and enhancements.
4. Periodic check of usage and reporting out pain points