Navigating Buy-In: A Guide to Securing Support for HR Digitalization Projects
In today’s rapidly evolving business landscape, the integration of HR technology has become paramount for organizations aiming to stay competitive. However, securing buy-in from key stakeholders such as the board, finance, and procurement for HR digitalization projects can be a challenging endeavour. In this blog post, we delve into key lines of reasoning to effectively garner support and investment from these crucial decision-makers.
We have decided to approach this topic from an empiric angle. Using a simple brainstorming session, we worked with small groups of 5-7, whereas we engaged HR Managers, IT Leads, Business Development Managers and even CEOs. Interestingly, the approach to a buy-in negotiation differed depending on the industry the group was assigned to. On the other hand, some points were repeated across all five the modular cases. Let us explore HR digitalization projects by industry:
- Prevention of overwork and burnout.
- Digital tool will align the shifts planning process with the Low Code.
- The employees will access an up-to-date overview of their shifts in a real time.
- Reduction of penalties enforced by the Labour Inspectorate.
- Better management of staff costs.
- Savings of payroll costs.
- Enhanced employer branding as a progressive innovator of HR processes.
- Recruitment process will be more effective.
- Costs optimalisation thanks to shorted recruitment cycles.
- Reduced errors in applicants’ data and lower error rates during the process.
- Digital tool will help focusing on added value.
- Higher engagement, effectivity, and better results by HR Recruiters.
- Lower employee fluctuation thanks to regular employee feedback.
- Reduced costs otherwise spent on hiring.
- Enhanced employer branding on competitive markets.
- Increased employee engagement which is directly connected to the profits.
- Reduced costs thanks to solid onboarding structure across all departments.
- Employer branding and reputation.
- Improved know-how sharing among the team members/team leaders.
- Timely and unified information flow.
- Increased retention and reduced attrition.
- Effective day to day operations encompassing the onboarding process.
- Effective selection of suitable candidates.
- Velocity of the whole interviewing process.
- Savings and ROI will be demonstrated on a sample of vacant positions.
- Better time management of HR Recruiters.
- Enhance employer brand standing out as a digital trendsetter.
- Scalability and future growth are possible only with help of digital tools.
Achieving buy-in from the board/owners, finance, and procurement for HR digitalization projects requires a strategic approach that emphasizes alignment with organizational objectives, ROI, collaborative dialogue, risk mitigation, employee engagement, real-time data insights, scalability, and employer branding. By effectively addressing the concerns and objectives of key stakeholders, the innovation teams can pave the way for successful buy-in and consequent implementation of HR digitalization initiatives. What is next? Project How to introduce new HR software to your employees so that is welcomed with enthusiasm!
That is the topic of our next blog post, coming soon.