Don’t Skip Analysis: The First Step in HR Tech Success

Why do so many well-funded HR technology transformations fail? Many companies overlook a crucial factor: effective change management.

Without a well-thought-out approach to managing the human side of these transitions, even the most innovative technology can fail to meet expectations. Organizations that focus solely on software implementation may face employee resistance, operational disruptions, and a diminished return on investment. 

CHROs have echoed this concern — 30% identified organization design and change management as a top priority for 2025, according to SHRM’s CHRO Priorities and Perspectives report.

SHRM collaborated with industry experts to bring you a four-phase plan for HR technology transformations. The first phase, Analyze, is crucial to laying the groundwork for successful implementation. It involves collecting and analyzing data to identify areas that require change and ensure the transformation aligns with the organization’s goals. Some of the actions used during this phase include:  

1. Define Clear Goals and Assemble the Change Management Team

Clearly define the change initiative, outline goals, and establish the initiative’s scope and purpose. Assemble an effective change management team with clear roles and responsibilities to lead the change effort and ensure a structured approach to managing the transition.

2. Identify Key Stakeholders and Build Support

Perform stakeholder analysis by identifying and understanding individuals, groups, or entities that will be impacted by the change. Assess their influence on, interests in, and potential reactions to the change to help tailor the communication and engagement strategies needed to address varying stakeholder needs. 

3. Assess Organizational Readiness and Address Potential Gaps

Conduct an organizational readiness assessment to evaluate the current state of the organization and determine its preparedness for the proposed change. Analyze factors such as existing processes, resources, capabilities, and overall readiness to identify areas that may require attention or improvement. Insights from this assessment, such as the discovery that your organization has a shortage of trainers or communications experts, will guide strategies to address potential obstacles and ensure a smooth transition.

4. Analyze Change Impact and Plan for Mitigation

Determine the potential effects of the proposed change with a change impact assessment. The assessment involves analyzing the potential effects of the proposed change on various aspects of the organization, such as processes, roles, technologies, and systems. The assessment guides the development of mitigation strategies and supports effective planning by identifying the extent of the change and its consequences.

5. Map the Organizational Culture

Map the existing organizational culture and identify cultural attributes that might affect the success of the change initiative. Understanding cultural norms, values, and behaviors reduces the possibility of resistance by allowing you to tailor change strategies that align with organizational culture.

6. Create a Communication, Training, and Adoption Strategy for Smooth Implementation

Create a comprehensive plan for communicating, training, and adopting of the change to ensure a coordinated approach that facilitates successful change implementation. It should detail how information about the change will be communicated, what training programs will be offered to support skill development, and how the change will be adopted across the organization. 

The strategies in the Analyze phase set the foundation for successful change management by identifying areas of risk and establishing key teams and processes. The findings of the Analyze phase will be used in the next phase, Build, as you approve and roll out the change management implementation plan. 

Methodology

Confirm is an all-in-one people platform built on the science of organizational network analysis to reveal who is driving impact — and who needs help. Recognizing a critical need for an HR technology transformation process that focuses on the “people” side of change, Confirm developed its four-phase change management methodology: Analyze, Build, Execute, and Embed. This methodology emerged from lessons learned in previous large-scale transformations, during which inadequate resources and lack of buy-in led to suboptimal adoption. 

This methodology was developed with three main goals in mind:

1. Reduce resistance to change by involving stakeholders, addressing concerns, and promoting buy-in, which leads to smoother transitions.
2. Ensure that disruptions are minimized and productivity slips are avoided to help maintain operational efficiency during the change.
3. Commit to enhanced employee morale and engagement, transparent communication and support, and fostering a sense of trust and stability.