Embracing Change: 5 Steps for HR Professionals to Adopt New HR Technology

Insights by Jaen Beelders and Mandisi Dube

“Technology has been pivotal in transforming the HR field and will continue to be so. With the advent of Industry 4.0 and the forthcoming Industry 5.0, we anticipate even more substantial advancements that will enable us to redefine the future of HR and its contribution to organisations. From recruitment and onboarding to performance management and employee engagement, innovative HR technologies offer countless opportunities to streamline processes, enhance efficiency, and elevate the employee experience. With the constant evolution of technology, it is important for HR professionals to keep themselves informed about the latest trends and innovations to remain competitive in the dynamic field of HR management. In remote and hybrid work environments, technology plays an increasingly direct role in employees' daily tasks and collaborative efforts," notes David Cearley, Distinguished VP Analyst at Gartner. "However, HR leaders are now faced with the growing necessity to approach their technology investments more cautiously than before, considering factors like privacy and ethical considerations stemming from the heightened reliance on technology.

“Although, HR Technology adoption may be a daunting task. Here are five essential steps for HR Professionals to Adopt New HR Technology:

“Identify the Needs and Objectives of your Organisation: It's important to fully comprehend the organisation's unique needs and objectives before implementing new HR technologies. Determine the intended results from introducing new technology, pinpoint pain points, and conduct a thorough audit of the current HR procedures. Whether the objective is to optimise performance management, increase employee engagement, or improve recruitment efficiency, knowing what the exact goals are will help you make decisions and carry them out.

“Research and Select the Correct Technology: HR specialists should do in-depth study to examine the various HR technology options after having a firm grasp of the needs of the organization. The market is flooded with possibilities, ranging from employee engagement platforms and performance management software to applicant tracking systems (ATS) and human resource information systems (HRIS). Consider features, cost-effectiveness, scalability, ease of use, and integration potential while comparing various options. Involve important parties, such as IT specialists and end users, to obtain feedback and guarantee conformity with corporate objectives.

“Provide Comprehensive Training and Support: Adequate training and support are necessary to guarantee the seamless adoption and user competency of new HR technology during the transition. Create a thorough training program that meets the various needs of staff members from various departments and skill levels. Provide interactive training sessions, workshops, online guides, and other materials to acquaint users with the new technology's features and capabilities. Create a support system as well, with an IT helpdesk and assigned HR technology advocates who can answer questions, troubleshoot problems, and offer continuous aid to users.

“Encourage Continuous Feedback: The adoption of new HR technology should be viewed as an iterative process rather than a one-time implementation. Encourage open communication and feedback from employees regarding their experience with the new technology. Regularly solicit feedback through surveys, focus groups, or one-on-one discussions to identify areas for improvement and address any challenges or concerns that may arise. Leverage feedback to make necessary adjustments, refine processes, and enhance user experience over time. By fostering a culture of continuous improvement, HR professionals can ensure that the technology remains aligned with evolving organisational needs and delivers maximum value.

“Monitor Performance and Measure ROI: To gauge the effectiveness of new HR technology and justify the investment, HR professionals must establish key performance indicators (KPIs) and metrics to track progress and measure return on investment (ROI). Monitor key metrics such as time-to-fill for recruitment, employee satisfaction scores, turnover rates, productivity levels, and cost savings attributable to the new technology. Analyse data regularly to assess the impact of the technology on HR processes, employee engagement, and overall organisational performance. Use insights gained from performance metrics to make data-driven decisions, optimise processes, and demonstrate the value of HR technology initiatives to stakeholders.

“In conclusion, adopting new HR technology is a journey that requires careful planning, strategic implementation, and ongoing adaptation. Ultimately, while there is existing excitement around the top technology trends, HR leaders must strive to understand their own technology needs and capabilities. This involves making decisions in collaboration with different functions of their organisation, rather than in isolation. By following these five steps, HR professionals can effectively navigate the challenges of adopting new technology and leverage its full potential to drive organisational success, enhance employee experiences, and stay ahead in a competitive business environment. Embrace change, empower employees, and harness the transformative power of technology to shape the future of HR.”

This article is based on research conducted by 21st Century, one of the largest remuneration and HR consultancies in Africa. Please contact us at This email address is being protected from spambots. You need JavaScript enabled to view it. for any further information

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Written by: Mandisi Dube, B. Comm Financial Management Honours, Reward Administrator (Sara), Client Executive at 21st Century, This email address is being protected from spambots. You need JavaScript enabled to view it. and Jaén Beelders, MComm Industrial Psychology, Executive Director of 21st Century Analytics, This email address is being protected from spambots. You need JavaScript enabled to view it.

About 21^st Century:

21st Century, a level 2 BBBEE company, is one of the largest Business and People Solutions consultancies in Africa, specialising in sustainable business solutions and underpinned by exceptional Analytics and Research capabilities, with a team of more than 60 skilled specialists, servicing over 1700 clients – including non-profit organisations, unlisted companies, government, parastatals and over two-thirds of the companies listed on the JSE. 21st Century offers bespoke business and strategy planning services, operating model and organisational design, creative reward practice modelling and market data, change, stakeholder and culture management, training courses and comprehensive human capital and talent plans. 21st Century continues to offer solutions via a combination of virtual channels and on-site presence. 

21st Century has 5 business areas, focussing on: Remuneration and Reward; Organisational Design; Change Management; People & Talent and Analytics.

21st Century has both national and international capabilities. We offer full-spectrum Human Capital services to sub-Saharan Africa & Middle East clients, and as the African representative of the GECN group (www.gecn.com)  have access to expertise on every continent around the world.

For more information visit: www.21century.co.za or contact us at (011) 447 0306

Or contact Craig Raath Executive Director at This email address is being protected from spambots. You need JavaScript enabled to view it.

Issued By: The Lime Envelope

On Behalf Of: 21^st Century

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Bronwyn Levy
Telephone: 076 078 1723
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