Develop a Holistic HR Technology Strategy
Drive today’s success and tomorrow’s innovation through HR Technology.
- HR’s role has become more strategic than ever, and HR technology is an enabler of this evolution.
- When used effectively, HR technology is a powerful tool to drive organizational agility, competitiveness, and a data-driven culture.
- An HR technology strategy helps drive meaningful outcomes from technology such as improved operational efficiency, an augmented employee experience, and enhanced HR service delivery.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
To deliver value, an HR technology strategy must be anchored in organizational goals and strategy. A holistic, future-oriented approach ensures that investments in technology go beyond automating processes to build the capabilities the organization needs to thrive in the future.
Impact and Result
- A comprehensive HR technology strategy that is aligned with the broader organizational, HR, AI, and IT strategies to drive more effective and impactful use of HR technologies.
- A roadmap that provides clarity around the current state and a vision of the future state where HR and its clients have the people, data, processes, and technology they need to efficiently and effectively meet their goals.
Digital HR Strategy
This program has been approved for continuing professional development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).
McLean & Company is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.
HR Certification Institute's® (HRCI®) official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI's eight credentials, including SPHR® and PHR®.
How to complete this course:
Use these videos, along with the project blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the course modules. At the end of each module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all the course tests.
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Learning Outcome
Develop a holistic digital HR strategy that is owned and driven by HR in collaboration with other key stakeholders to realize benefits such as greater HR efficiency and improved client experience and engagement.
Learning Objectives
By the end of this course, learners will be able to:
- Recognize the role HR plays in developing a digital HR strategy.
- Identify priority HR technology elements.
- Investigate the client digital experience.
- Determine and categorize digital opportunities.
- Describe the factors involved in creating a digital HR strategy roadmap
Course Modules
Introduction
Module 1
Module 2
Module 3
Module 4
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 4-phase advisory process. You'll receive 10 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Identify priority HR technology elements
- Call 1: Review client feedback, connections to organizational goals, and results from external scan.
- Call 2: Prioritize HR technology elements.
- Call 3: Establish scope, purpose, and goals and metrics of the strategy.
Guided Implementation 2: Define the Scope
- Call 1: Define the scope of the HR technology strategy, including which HR functional capabilities to include.
- Call 2: Inventory current HR systems and map integrations to identify redundancies and gaps.
Guided Implementation 3: Assess Current State and Explore Future State
- Call 1: Assess maturity in each HR capability area (process, technology, people, data) and uncover pain points.
- Call 2: Discover and prioritize opportunities for improvement through HR technology, including AI and automation.
- Call 3: Evaluate technology solution options (maintain, optimize, augment, consolidate, replace) and select the best path forward.
Guided Implementation 4: Build an HR Technology Roadmap
- Call 1: Craft a vision statement, define guiding principles, and identify/prioritize key initiatives for the roadmap.
- Call 2: Prepare risk mitigation plans, change management strategies, and communication plans for key stakeholders.
Contributors
- Paul Herztein – Senior Workshop Director, Info-Tech Research Group
- Hong Kwok – Advisory Director, Info-Tech Research Group
- Steve Goldberg – HR Tech Industry Analyst, ABC Company
- Ilia Maor – Manager, HR Technology and Analytics, York Region
- Daniel Spadafora – Head, HR Technology and Operations, Bruce Power
- Amy Kruse – Senior Director, People Systems, Operations & Analytics, Arc’teryx Equipment
- Allison DeTitto – Senior Manager, HR Technology Programs, Elastic
Select an HR Technology
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Develop a Holistic HR Technology Strategy
Select an HR Technology Implementation Partner
Preparing for an Internal Talent Marketplace
Maximize Value With a Data-Driven Vendor Approach
Harness the Potential of Generative AI in HR
AI Preparation Guide for HR
Develop Responsible AI Guiding Principles
HR’s Role in Driving Meaningful Digital Transformation
Get the Most Out of Your HR Technology