With technology constantly changing, it is important to find the HR tech system that will drive transformation. Existing systems may be limiting productivity and resulting in unnecessary costs. When it comes to integrating new technology, pilot programs may be the answer. Founder & CEO of The Devon Group and Women in HR Tech Summit Chair for U.S. & Singapore Jeanne Achille will discuss how to integrate HR technology pilot programs without disrupting the employee experience.
HRM PPT on placement , induction and socialization
Transitioning to HR Tech: The Power of Pilot Programs
1. The Power of HR Tech Pilot Programs
Jeanne Achille Naba Ahmed
With: Moderated by:
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4. About Jeanne Achille
Jeanne Achille chairs the Women in HR Tech Summit. As Founder and CEO of The Devon Group, she has more than
25 years of HR technology sales, marketing and PR experience. She has helped design and launch thousands of
products in the HR tech category including sourcing, recruiting, onboarding, HRMS/payroll, relocation, talent
management, succession planning and coaching solutions. Follow her on Twitter and connect on LinkedIn.
About Naba Ahmed
Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in Integrated Marketing
Communications. After working as Editor-in-Chief at the campus newspaper, she became interested in developing
content across multiple platforms, and now works as a Content Marketing Specialist at Aggregage, providing some of the
most interesting thought-leaders across a wide variety of industries with a space to celebrate the diversity, depth, and
experience of their professional cultures, personalities, and passions.
5. 5
Agenda
• The Definition Of A Pilot Program
• Why More Companies Are First Piloting
Before Buying
• What Can Be Successfully Piloted [And What
Cannot]
• Questions To Ask Your Vendors
The Power of HR Tech Pilot Programs
6. 6
Best practices: Taking a page from academia, enter the
feasibility study:
• Whether large or small, if it touches the workforce,
consider testing its feasibility first
• Each culture is different in terms of
change management, resiliency and
Innovation
• What does success look like in your
organization?
7. 7
• Project Scope – the business problem to be solved +/or the value to be
achieved
• Current Analysis – how are you addressing this issue today
• Requirements – time, energy, budget
• Approach – one vendor or multiple vendors? Who will manage the
program? Who will own the program?
• Evaluation – what measurements are meaningful and at what point in
the process?
• Conclusion – is the next step to go forward, modify or abandon?
8. 8
• HR’s focus is on the employee population
• Try before you buy – test innovation in a safe
environment
• Waterfall to Agile methodology – let’s be real: HR
doesn’t score a lot of attention from IT
Reasons Why…
9. 9
Technology can be scary, messy and exhilarating
• Payrolling using cryptocurrency
• Automated interview scheduling
• Sourcing without human intervention
• People analytics
11. 11
What Can Be Successfully Piloted:
• Global Payroll
• Assessment Testing
• Sourcing & Recruiting Solutions
• Interview Tools
• Employee Communications Solutions
• Onboarding
12. 12
Proceed With Caution:
• Time and Attendance
• Compensation Management
• Integrated Talent Management
• Enterprise Learning & Development
• Benefits Management
13. 13
Questions:
• Does my preferred vendor offer pilot programs? If
not, why not?
• Will a pilot help determine solution fit by providing
enough data and results?
• What does the eventual migration to full production
look like?
• How will employees and managers react?
• Can HR manage this pilot without support?
• Does the potential value justify the disruption?
14. 14
“Pilot programs are often indicators of the long-term
relationship a client will experience with a solution
provider.”
-Global VP, HR Technology Vendor
