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Leveraging HR to optimize technology implementation and utilization
By Nawaf DhubaibHR Technology MENA 2011Nawaf.Dhubaib@Gmail.com
Introduction Business Roles ◦ HR Function ◦ IT Function IT in organizational change context ◦ Perceived Organizational Support (POS) ◦ Technology Change ◦ Technology Acceptance Model (TAM) ◦ Change Management ◦ Success factors Conclusion
IT and HR perceived rolls’ conflict symptoms: ◦ Complicated end products. ◦ Silver bullet solution perception. ◦ Best practices implementation failure. ◦ Low utilization of implemented technology. By Design. Not using the full potential of technology. By Usage. Rejection of users. ◦ Gate-keeper vs. Change agent.
HR function in an organization: ◦ Business Units strategic partner. ◦ Administration. ◦ Employee advocate. ◦ Change management.
IT function in an organization: ◦ Cost ◦ Agility ◦ Quality of Service ◦ Governance, Risk Management and Compliance (GRC).
Perceived Organizational Support (POS) is the way employees evaluates the future potentials of their partnership with the organization. Employees will reciprocate employer’s investment in them in terms of tangible benefits and social rewards with efforts and loyalty.
Empirical research pointed out that employees’ POS is a lead indicator of: ◦ Employee turnover. ◦ Employee engagement. ◦ Employee job satisfaction. Engaged employees: ◦ Are more effective in Technology acceptance and Utilization. ◦ Less resistance to Technology change.
Common technological changes: ◦ Enterprise resource planning (ERP) ◦ Customer relationship management (CRM) ◦ Wireless technology (mobility) ◦ Business process reengineering (BPR) Not easy! It is estimated that 20% of an organizations expenditure on IT is used on products and services that fail to achieve their intended purpose.
Using Change Management steps; organizations can improve their chances of successful implementation of new Technology. Change steps: 1. Unfreeze (Communications, training and feedback) 2. Change (Implementation) 3. Re-freeze ( institutionalization the changes)
Top management support Strong business justification for the project Training of employees Project communication Properly defined roles for employees User involvement
Any implementation of new technology is ultimately aiming to change employees’ behavior. A win-win cooperative relationship between employee and employer; is a prerequisite for a successful employee behavior change. Following best practices in change management will significantly improve the successful implementation of new Technology.