Presenter
Janna Hartsock
-How not to pick a new HR system: the importance of an RFI and Scripted demos -How to read a Statement of Work and know what type of implementation you’ve purchased -What software can’t fix: a bad process is a bad process -Competencies: if you don’t have them, why are you implementing a Talent Management Suite? -Effective Change Management techniques and how software can facilitate cultural change in an organization
Key Takeaways
- 1.Failing to prepare for a Talent Management Suite implementation often leads to increased costs and delayed go-live dates.
- 2.Thoroughly review and optimize current HR processes before selecting or implementing software.
- 3.Invest in data governance to ensure data is clean, accurate, and accessible long before migration begins.
- 4.Develop a robust change management strategy from the outset to prepare the organization for new ways of working.
- 5.Data readiness and clear process documentation are critical yet often overlooked pre-implementation activities.
- 6.A cross-functional project team including HR, IT, and finance should be engaged early in the planning process.
The Challenge of HR Technology Implementation
Implementing a Talent Management Suite is a significant undertaking that many organizations initiate without fully understanding the scope of the project. This lack of foresight often leads to reactive problem-solving during the implementation phase, resulting in budget overruns, missed deadlines, poor user adoption, and resistance to change. The core principles for a successful implementation remain constant, even as HR technology evolves.
Learning from Experience
Drawing on the experience of Janna Hartsock, HRIS Manager at The American Institutes for Research (AIR), this webinar outlines the critical preparatory work that should occur in the year before a talent management suite implementation begins. These insights provide a timeless blueprint for proactive planning and risk mitigation.
Key Actions for Pre-Implementation Success
To establish a solid foundation for any large-scale HR technology project and ensure a positive return on investment, leaders should focus on several key areas well before the go-live date.
Process Review and Documentation
Before any software is selected, leaders must prioritize a thorough review and optimization of current HR processes. Understanding existing workflows is a prerequisite to designing new ones. This phase includes investing in comprehensive process documentation to create a clear baseline for the project.
Data Governance and Readiness
Data is the foundation of any HRIS. A critical and often underestimated task is ensuring data cleanliness, accuracy, and accessibility long before migration begins. Proactive data governance helps prevent significant delays and complications during the implementation.
Stakeholder Engagement and Change Management
Successful system changes require buy-in from across the organization.
- Build a cross-functional team: Engage stakeholders from HR, IT, finance, and other relevant departments early to ensure all perspectives are considered.
- Develop a change strategy: Prepare the organization for new ways of working from the outset. A robust change management plan is essential for driving user adoption and minimizing resistance.
By setting realistic expectations and understanding the full scope of internal effort required, organizations can avoid common pitfalls and ensure new systems genuinely enhance talent management rather than create operational headaches.
Implementing a Talent Management Suite is a significant undertaking, and this session, originally recorded in 2012, offers enduring insights into critical preparatory steps. It addresses how organizations can proactively plan for such a system integration, emphasizing actions that, if taken beforehand, can prevent common issues like cost overruns and project delays, remaining highly relevant today for any organization contemplating HR technology updates.
What you'll learn
This session delves into the crucial preparatory work often overlooked before a Talent Management Suite implementation. You'll gain an understanding of:
- The hidden complexities and interdependencies within HR technology projects.
- Key activities to complete well before software go-live.
- Strategies to mitigate risks associated with large-scale HR system changes.
- The importance of data readiness and process documentation.
- Insights into avoiding common pitfalls that lead to increased costs and delays.
Who this webinar is for
This content is ideal for:
- HR leaders, managers, and practitioners involved in technology adoption.
- HRIS (Human Resources Information Systems) professionals.
- Project managers overseeing HR technology initiatives.
- Anyone considering or planning for a Talent Management System or Suite implementation.
- Organizational development specialists focused on system-driven change.
Why it matters now
Even with advancements in HR technology, fundamental principles of successful implementation remain constant. Organizations frequently embark on system upgrades or new deployments without fully appreciating the extensive groundwork required. This oversight often results in budget overruns, missed deadlines, and user resistance. The insights provided, particularly from the perspective of an HRIS Manager like Janna Hartsock, offer a timeless blueprint for proactive planning, ensuring that new systems genuinely enhance talent management rather than create operational headaches. Effective pre-planning significantly impacts user adoption and ROI.
How leaders can apply this
Leaders can leverage these insights to establish a solid foundation for any large-scale HR technology project. This involves:
- Prioritizing thorough process review: Before selecting or implementing software, understand and optimize current HR processes.
- Investing in data governance: Ensure data cleanliness, accuracy, and accessibility long before migration begins.
- Building a cross-functional project team: Engage stakeholders from HR, IT, finance, and other relevant departments early.
- Developing a robust change management strategy: Prepare the organization for new ways of working from the outset.
- Setting realistic expectations: Understand the full scope of effort, including internal resources and time investment, beyond just vendor promises.
- Learning from past implementations: Janna Hartsock's experience highlights the value of foresight and identifying potential hurdles in advance.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on Talent Management. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Janna Hartsock's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for resources inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about Talent Management.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.
Frequently asked questions
Topics