Do You Have a Governance Framework for HR Tech Implementation?

Time and cost overruns, legal issues from data privacy violations, criticisms for unfair practices, and failed HR tech implementations are all avoidable if you have a robust governance framework in place.

When it comes to HR tech implementation, I always advise companies to not treat governance as an afterthought.

Without a structured governance framework, you can’t drive transparency, accountability, and strategic alignment, leading to a lot of missteps and miscalculations that can later blow up into organization-wide crises.

As you might have noticed in my last couple of blogs, I’m particularly inspired by the way things are done in infrastructure management. They have a pretty robust governance framework, something that looks like below.

I would recommend you to adapt from these. This is the closest I’ve seen to the best thus far.

Let me quickly run you through the two key elements of this framework: Key stakeholders and their roles, and key types of frameworks.

Key Stakeholders & Their Roles in the Governance Framework

Identify and, more importantly, define the key roles required in an HR Tech implementation.?

Broadly, these can be the sponsor, the steering committee, the manager, and the team.?

Here’s? a more detailed rundown:

Here’s something to note: the stakeholders can have overlapping functions.?

For example, the sponsor can be a part of the steering committee and senior members of the committee take on the role of project managers. So on and so forth.

In the diagrammatic representation, the stakeholders are all part of the inner core circles as they are key to ensuring the success of the project.

Next, let’s identify the key types of governance frameworks.

As you can see, these frameworks occupy the outer core of the framework and are interlinked (even though with dotted lines) to show that the entire framework will work only and only if all the sub-frameworks are synchronized well.

Key Components of the Governance Framework

During HR Tech implementation, the use of the following six components or types of framework can help set up a strong body of governance that can be replicated for your other projects too, if need be.

1. The Decision-making Framework

Define this framework so everyone involved in the project knows the most effective course of action to achieve the desired goals after having evaluated all possible options.?

A sound decision-making framework means – minimal confusion and delays.

The crux of making this framework work and deliver is also that the hierarchy for decision-making has to be clear.

?For instance, strategic decisions should be the responsibility of the Steering Committee and operational decisions should be made by the project team.

2. Planning & Strategy Framework

Use this framework for setting goals, listing the actions to achieve those goals, and allocating resources for the same.

Simply, it outlines the scope of work, timelines, milestones, and resource requirements.

Remember, this kind of detailed implementation plan serves as a roadmap for the project from inception to completion.?

Don’t forget, the roadmap should be aligned with the overall business strategy.

3. Risk Management Framework

Proactive identification and management of potential risks come within this framework.?

Create a structured process to identify, assess, mitigate, and monitor risks.

We all are aware that the sources of common risks are security breaches, budget overruns, integration issues, and user resistance.

Develop contingency plans, undertake regular risk assessment sessions,? provide adequate training to the project team and ensure continuous testing.?

To avoid surprises, it is a good idea to earmark contingency budgets.?

4. Compliance and Legal Framework

Regulatory compliance is an absolute must.?

Define policies, procedures, and controls to ensure adherence to the regulatory standards and legalities. This includes data privacy laws, labor regulations, and industry standards.?

The framework undertakes to ensure ethical practices are followed during project execution.?

Conducting regular audits and accurate record maintenance ensures compliance.

5. Monitoring and Reporting Framework

Track the progress and performance of the project with this framework.

Start by defining the project KPIs and performance metrics. Also include other metrics like budget allowance, project timelines, system performance, and user adoption rates.?

Crucial for the success of this framework are data collection, analysis, and reporting.?

Remember, this framework ensures stakeholders are always informed, thereby, ensuring transparency and accountability.?

Regular reporting and consistent updates about achievements and risks are a part of this framework.?

6.Post-Implementation Review and Continuous Improvement Framework

Use this framework to evaluate the outcomes of the project after completion.?

It is crucial because it helps identify areas of improvement to compare the actual results with the set objectives.

Remember, processes should be set for the ongoing evaluation of the technology.?

Mechanisms for gathering continuous feedback and refining the processes should be set up for better results and success.

So, here’s what a typical HR Tech Implementation Governance Framework should look like.

Conclusion

To wrap it up, effective governance is key to a successful HR Tech implementation. With it, you can expect improved project outcomes and smoother technology adoption.

Looking for guidance on establishing a robust HR Tech Implementation Governance framework? Or need support with your HR Tech implementation itself? Nuest Consulting is here to help because we get where you’re coming from.

Book a Strategy Call with us today to fully realize your business potential.

(Originally published at https://www.nuest.co.in/blog/do-you-have-a-governance-framework-for-hr-tech-implementation/)