Aligning Visions: The Key to Successful HR System Implementations

The #?? ?????????????? to #HR systems implementations isn't clunky tech, bad process, or too many cooks in the kitchen. It's failure to align on ?????????????? before diving into the work.

To understand the roots of this misalignment, let's delve into the expectations and motivations for different key stakeholders on a typical HR systems implementation:

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? ??????????????????: Upsell as many products/SKUs as possible, priorizing profit over tailoring solutions to customer needs.

? ?????????????? ????????????: Number of SKUs sold, with a greater emphasis on revenue than customer satisfaction/retention.

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? ??????????????????: Complete projects on time using a standardized approach, focusing on efficiency (resource utilization, deadlines) over customizing to client needs.

? ?????????????? ????????????: Hitting milestones on time without overallocating resources, regardless of the degree to which the final product meets the full satisfaction of the client.

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? ??????????????????: Achieve a high level vision of system capabilities that maximizes output while minimizing costs. Similar to implementation team, motivated by hitting deadlines and proceeding with minimum resource allocation. Limited interest / purview into the specifics of end-user needs or realistic task timelines.

? ?????????????? ????????????: Delivery of a system that appears to meet broad strategic goals at a low cost in a timely manner, irrespective of end user satisfaction and full scale operational effectiveness (e.g. tradeoffs in efficiencies where the system benefits one group but actually causes new bottlenecks with another group).

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? ??????????????????: Navigate internal requirements gathering and stakeholder validation, adapting to an evolving environment with a focus on internal alignment rather than vendor-specific timelines and detailed needs of individual workstreams.

? ?????????????? ????????????: Hitting internal milestone dates, keeping executive leadership / sponsor happy, keeping workstream leads (though not necessarily the broader group they represent) relatively satisfied, aligning with expectations of project sponsor, particularly re: resource allocation and timing.

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? ??????????????????: Drive the development of systems towards a specific product vision, emphasizing advanced feature-functionality that may not align with the digital maturity or current needs of the organization.

? ?????????????? ????????????: Check the box exercise of ensuring technical components / features are enabled and configured without explicitly accounting for value add to the everyday end users of the future system. E.g. "100% of purchased SKUs are implemented and turned on" in a timely manner.

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? ??????????????????: Ensure that the new technology delivers specific, tangible improvements for their department or team, focusing on immediate benefits.

? ?????????????? ????????????: The extent to which the implemented system meets the unique operational needs and goals of their specific team or department, irrespective of broader project outcomes.

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? ??????????????????: Seek a user-friendly, efficient system that simplifies daily tasks, enhances productivity, and aligns with existing workflows.

? ?????????????? ????????????: User satisfaction, measured by ease of use, improvement in day-to-day operations, and how well the new system integrates with users' current work processes.

Calibrating all these divergent expectations might seem like a Herculean task, but it's achievable with early and intentional efforts to align everyone's purpose. Here are steps to foster alignment:

1. Establish a Common Vision: Kick off the project by defining a shared vision that aligns with the organization's strategic goals and addresses key user needs.
2. Conduct Inclusive Planning Sessions: Bring all stakeholders together early on to discuss expectations, constraints, and priorities, ensuring every voice is heard.
3. Define Clear Objectives for Each Role: Clarify the role and contribution of each stakeholder, aligning them with the project's overall goals.
4. Agree on Trade-offs: Recognize that compromises are inevitable and facilitate discussions on how to make those trade-offs in a way that most effectively advances the common vision.
5. Continuous Alignment Checks: Implement regular check-ins throughout the project to ensure alignment, adjust plans as needed, and address any emerging misalignments promptly.

By laying the groundwork for a shared purpose early, organizations can navigate the complexities of HR system implementations more smoothly, ensuring the final product not only meets but exceeds expectations.

Am I missing any examples of particular personas involved in the process or key actions you would take to ensure success? Please let me know in the comments below!