This week we’re posting on the Insights blog from me Part 7 of the 12 Smooth Steps (that’s to HR tech project success) series, featured through the year with HR Zone:

It might surprise that I’ve chosen to write only 1 of 12 parts about the implementation work itself – which I’ve called here the ‘building blocks’. It sits at half-way through a series because a stress of mine in advising customer organisations is that implementation stages are most effective when actively and ably managed by someone who carries with them through that building and design stage all of the right concerns for:

  • Aims: the business case
  • Method: the controlled project
  • Expertise: the professional network
  • Data: the inputs
  • Impact: design and process choice

These are the kind of issues that the end-to-end series pieces together for you. Don’t make the mistake, as can be natural and is suggestive by stakeholders around you, of regarding the implementation project stage as being the metaphorical theatrical stage of the product supplier. It’s not. It’s yours. Your organisation, your choice of people technologies, therefore your project to your plan and design.

Here’s a reminder of the parts published so far:

  • In Part 1, I underlined the value of the business case as a baseline and compass for you throughout
  • Part 2 helped with a navigation of the HR technology market, hence some of the key choices in system selection
  • In Part 3, this is supported by a guide to the right process for selection, questions which I’m keen to encourage as separate from the choices made within that process
  • Having chosen a product and supplier(s), in Part 4 there’s help with the homework you can do to get ready to start
  • How HR professionals can adopt a project mindset to create a control around change and work within project method – that’s Part 5
  • Last time, in Part 6, I gave you some advice about the types of professionals out there and who to use when and how


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