Managing the HR Technology Life Cycle

　　Careful technology life cycle management will help you get more mileage out of your HR technology investments.

　　Do you see your HR technology investments as part of a continuous process? Do your stakeholders understand that your most recent technology investment was just the latest, not the last? Does your HR technology strategy include specific plans for managing the life cycle of your technology solutions?

　　Taking the long view is critical for maximizing the value of HR technology investments. By planning for and managing the technology life cycle, organizations can avoid the costly pitfalls associated with short-term decision making and rushed execution.

　　The following six tips are designed to help your organization adopt a long-term approach to HR technology investment:

　　Recognize that technology doesn’t last forever. Changing business needs and new technologies can erode the effectiveness of older systems.

　　Know the signs that replacement or an upgrade is needed. These signs include lower employee and manager satisfaction levels, increased service delivery costs, incompatibility with other, newer systems and reduced support from vendors.

　　Prepare for changes early. New technologies must be put in the pipeline early enough to avoid a lag between the time when the old technology’s usefulness diminishes and the time when the new technology is operating efficiently.

　　Build systems that are scaleable and flexible. Change is inevitable. Building systems that can be easily modified as new technologies or business priorities emerge will extend the life span of your technology investment.

　　Distinguish between facts and fads. Just because a new technology or solution is popular doesn’t mean it will be right for your organization. Make a list of your strategic business needs and compare new offerings against them. If the new technologies don’t bring you any closer to your goals than your existing solutions, you don’t need them.

　　Budget for technology upgrades and changes. Cultivate a mindset within your organization that effective HR systems require ongoing investment. Calculate ROI for investments assuming a realistic lifespan for the technology.

　　Undertaking these suggestions won’t eliminate the need for additional HR technology investments. They will, however, help your organization take an organized approach to achieving -- and sustaining -- HR efficiency.