We’ve all been told “change is the only constant” in every phase of our lives. As easy as it sounds, it’s the one thing many of us struggle to implement. Any change could cause hassle, anxiety and frustration to say the least. But the ones who understand the need for change, they fight against the odds to help better a problem. While a change is sometimes acceptable in personal life, it’s humane to resist any change in professional environments.
When I first began my writing career in a small-time advertising agency, I discovered how unaware the industry was towards the concept of automation. I gradually moved from writing to practicing human resources, starting with recruitment.
It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is most adaptable to change. – Darwin
As a recruiter working in a niche industry, it was tough to manage tons of candidates across the country for multiple positions. With sourcing being the first and the major step, I also had to screen the profiles, coordinate interviews and generate offer letters without any support of an ATS or any external HR Software.
We often discussed whether we should automate some of the HR functions. Looking back at it, there were a few second thoughts and resistance on adapting to a change which would only make our lives easier. Why, you ask? To make it easy, I’ll be mentioning both the employees’ and the management’s perspective on resistance towards accepting HR Software.
Diving deep into an employee’s mind on HR Software resistance:
Job Security
Most companies consider the Human Resources department as a support function. While it is true, many employees belonging to the department are often anxious about their job security. Layoffs have become common post the Covid19 pandemic and companies who are absolute biggies have let go of tons of employees from the HR department. Adding on to this, AI has proved its way into making management believe that efficiency could be achieved with a minimal workforce. All these fears align together and cause employees to resist HR Software in general.
Adapting to the Technology
I once had an opportunity to meet an HR leader who is a veteran in the industrial sector. When asked whether they think about automating HR functions, they hesitantly said “What’s the point of calling it Human Resources when there are no humans operating it?”. Even the employees who are already using HR Software find it difficult to move to a newer technology.
Having other employees adapt to an HR Software
Resistance to change in employees is one of the biggest challenges many organizations face to the date. Having employees move to HR Software is a tiring process for the executives who are driving this change. Sending constant reminders, and handling queries could get tedious for employees. Keeping this in mind, some decision makers may avoid the thought of moving to HR Software.
Why the management folks could resist on having or shifting to an HR Software in their company:
Comfort Zone
The organizations managing HR operations without any automation and minimal workforce in the department tend to believe they do not need any HR Software. Management who are in their comfort zone would hardly explore options to improve productivity.
Budget Approvals
There’s no denying how the HR Software is mostly given to companies on a chargeable basis. The companies who are already using HR Software which is partially automating HR functions do not explore other better products because of the limitations in budget.
Dealing with Resistance:
We all understand the importance of holding on to the traditional way of managing human operations, but we must not forget that it is technology which got us this far. Many functions in human resources can never be replaced by an AI. HR folks need to understand the importance of making their everyday tasks seamless without worrying about the challenges they would face while moving to an HR Software.
Leadership Alignment
Having a strong leadership, communicating the benefits of having HCM Suite makes a huge difference. Leaders must emphasize the efficiency of HR Software would bring to the table. Briefing the team about streamlining various processes and improving their productivity in general will play a role in having HR professionals accept the change in HR Software.
Strategic Planning
Planning is super important in bringing out a change. Having a timeline helps employees to deal with the shock of change and adapt to HR Software. Celebrating milestones and highlighting wins via HR Tech should be part of the plan.
Dedicated Change Management Team
Having a proactive team of individuals driving this change in accepting HR Software helps in resistance. Organizations appointing a team who are constantly highlighting the importance of having an HCM and help the employees with the training of the software would face lesser challenges. The team which delivers ongoing support to employees in adaptation of technology would eventually succeed in bringing this change.
Resources that help
One cannot implement a change without any effort and training. Organizations must provide all employees with necessary resources which would help them accept HR Software. Providing guides, videos, audio, internal helpdesk and even conducting inductions will help reduce resistance.
Flexible Approach
No change is easy and especially with the technology in question. Often leaders tend to get slightly obsessed with the idea of change. Striking a balance is the key to driving a change. Leaders must be empathetic towards employees unable to switch to an HRMS. There must be a flexible approach where they advocate for HR Tech and help employees transition to change without much aggressive management.
Address the Concerns
Organizations must be open to accepting feedback and proposed improvements in HR Software. This way, the employees would feel heard, and you would thereby create a culture of openness in communication and understanding.
Embracing an HR Software is not a compromise on the human touch but a strategic move to enhance efficiency and adaptability, aligning with the essence of Darwin’s wisdom on survival through adaptability.