IT Projects in the HR Sector

It’s rather alarming to see that, according to a 2017 study by the Project Management Institute, fourteen percent of all software projects fail outright, while thirty-one percent do not reach their intended goals, forty-three percent exceed their initial budgets, and forty-nine percent fail to meet their agreed upon deadlines. Failed HR projects have significant implications due to the fact that employees, the single most important resource within any organization, are often directly affected. In the following blog post, we will explain the reasons for HR project failures and how they can be avoided.

HR IT projects can have any number of points-of-failure that can compromise the proper implementation and eventual success of projects. These include, but are not limited to, inadequate analysis of requirements, lack of stakeholder involvement, poor project management, improper selection of technologies, deficiencies in change management strategy, as well as insufficient training measures. In order to avoid the aforementioned pitfalls, the following steps can be taken.

It is crucial to ensure that the proposed solution meets the needs of HR or the company as a whole. It is important to communicate with all involved parties and ensure that all requirements and expectations are taken into account. This includes:

It’s paramount to involve all relevant project stakeholders within HR to ensure that their concerns are addressed, and their suggestions are taken into consideration. The involvement of employees and committees within the business can help to improve wider acceptance and eventual adoption of the project.

Contemporary project management methods such as Agile or Scrum can help with the effective planning, organization, and execution of a project. By setting clear milestones, responsibilities, and “work packages“, the project can be kept within budgetary and deadline frameworks.

Choosing the appropriate technology for the project is essential to ensure that it is compatible with the company’s IT infrastructure. It is also critical to consider future hurdles like the scalability of the HR system.

Effective change management strategies can help prepare employees for the growing pains associated with implementing new systems, and provide them with the tools necessary to become champions of the project. Communication, training, and ongoing support throughout the entirety of the process can help mitigate resistance to upcoming changes.

Comprehensive training of employees concerning new tools and systems is crucial to their effective use of newly implemented systems. Training can be anything from workshops, materials and documentation, or even online training opportunities – all of which prepare employees for things such as new workflows and HR system features.

Digitalization offers a host of advantages for any company, doubly so for HR departments. Innovative software solutions such as Ingentis org.manager support visualizing, analyzing, and uncovering the next steps necessary for implementing new optimization measures. However, even the best solutions can’t deliver their full value if not properly integrated. This is to say, it’s of critical importance to involve experts as early as possible in the process in order to benefit as much as possible from their insights and the system as a whole.