Here’s the hard truth: investing in a SaaS platform alone does not guarantee success for People teams.
In fact, a lot of these HR /IT/SaaS projects fail after two years.
And if we were to put a definitive number to ‘a lot’, that’s nearly 42% of all HR tech projects.
Now, that’s a huge number!
Especially at a time when organizations are heavily investing in HR tech, to imagine that there is more than just a good chance that your time, cost, and resource-intensive projects will fail is extremely worrying.
That said, most HR tech solutions do have huge potential – no doubt. With advanced technologies such as Intelligent Automation, Machine Learning, AI and Robotic Process Automation, there’s so much good that HR technology can deliver for you.
So then, why do nearly half of these projects fail?
Why even the best HR tech platforms fail – here’s what we know
HR teams are leveraging technology to improve processes just like every other department within the organization. And you most likely already have a bunch of them in place for payroll management, candidate application tracking, human resource information management and more.
Yet, not every tool you integrate into your workflow may succeed, and for reasons that go beyond the capabilities of the HR tech platform itself.
So, what are they? Here’s what we have uncovered over the years and during discussions with HR teams across enterprises.
- Buying a solution only for its potential and promises
Imagine this: You visit an IKEA store and come across this beautiful 6-seater dining table and that too, on discount. Excited, you immediately make the purchase, only to bring it home and realize that it is too big for your dining room!
That’s what happens sometimes with HR tech solutions too.
When you buy a solution for its potential and promises without gauging how it fits into your overall HR strategy and the organization’s tech readiness, the solution – no matter how advanced – is bound to fail.
- Lack of resources to manage the platform
Your HR tech platform could be the fastest Ferrari ever made. But without a driver to sit behind the wheel and a team to maintain it, the Ferrari will only sit idle in your garage catching dust.
HR tech platforms can’t run on their own. Again, no matter what the HR tech provider claims, you’ll need a person or a team who can dedicate all or some of their time to help you run the platform. Else, in less than two years, the platform will lose all its initial luster.
And that brings us to the next reason.
- Absence of necessary skillsets to optimize the solution
Not everyone can drive a Ferrari.
A study by the Hackett Group shows that the adoption of technology and digital transformation has already led to a skill gap in the Human Resources fraternity. In the absence of the right skillsets, using a tool to its maximum potential becomes challenging, ultimately, leading to its underutilization and abandonment.
- Lack of data integration – doubles manual work
When the HR team has multiple tools to manage that don’t seamlessly integrate with each other, it means the work for the team has only grown. From a different set of manual processes that an HR operations professional managed earlier, with the introduction of HR tools, they end up managing a new set of processes- not reducing their workload in any considerable way. This sets the HR tech platform up for failure; the possibility of the tool being abandoned as the workload grows, or as the resource, skillset and workload gap widens is real.
- Ongoing upkeep is often forgotten
Amazon faced a huge HR disaster last year and that’s because HR tech platforms are not set-and-forget tools. They need constant upkeep and human involvement. Again, just like your Ferrari. It needs to be maintained, upgraded and scaled to meet the changing ecosystem of your organization and that of the business world.
Tydy is an HR tech platform and we know these problems too well!
The tendency for HR tech solutions to fizzle out after the initial excitement dies down is something that we, at Tydy, have been thinking about - a lot! Our conversations with customers also go down this path often – of the complexity of HR tech platforms, dependency on IT and other teams for HR tech implementation and management, lack of resources for continuous upkeep and more.
That’s when we decided to take an extraordinary step for a SaaS company.
We’ve decided to solve this challenge for our current and future customers once and for all.
That’s why Tydy is now a software AND a service!
Here’s what floats our boat at Tydy: making employee onboarding a powerful tool for employee retention and engagement. And we’ve realized that our job doesn’t end with delivering a great onboarding software, it only starts there. We want to empower every one of our customers to maximize the software’s potential and drive impactful results.
And that’s why, today, Tydy is a complete employee onboarding solution with both software and augmented services to enable its customers to have a fail-proof HR+IT solution for employee onboarding.
But what does this really mean?
We posed the question to our CPO Gaurabh Mathure. Read on!
We’ll get right to it - what does “software and a service” mean?
Gaurabh: Tydy has always been a customer-centric company. Since our product is designed especially for large and fast growing enterprises, we’ve seen how much work goes into onboarding hundreds of people on a daily basis. With so many moving pieces, HR has its work cut out for it. And while our product is built to take care of a lot of the busywork, we’ve realized that we can still do more.
Our goal has always been to build the COMPLETE onboarding solution. To ensure our product roadmap was moving in that direction, we spoke to our customers and other HR leaders to evaluate what ‘complete’ really means to them. While our rich feature list ticked off a lot of boxes, there were some tasks like content design and development, or gleaning insights from data, which HR was still struggling with.
Which brings us to the answer to your question. Tydy now packs a punch as the COMPLETE onboarding software AND service. Like before, you’ll have software that will automate all people ops and personalize employee onboarding. In addition to that, you’ll get a dedicated team of onboarding experts - real people - who will work with you to build a great onboarding experience for your new hires.
Okay, it’s technology and humans working together. Sounds great! So what is included under augmented services?
Gaurabh: Three things that we’ve realized are some of our customers’ biggest challenges and ones that our onboarding team will proactively handle are:
- Journey management: We’ll help you build multiple employee onboarding journeys. Be it the content, design or strategy – our augmented services will cover that for you.
- Background checks: This is one of the most chaotic and complex pieces in the onboarding puzzle. Our dedicated manager will streamline and navigate it for you.
- Analytics-as-a-service: We’ll crunch the data and we’ll deliver the insights to you so you can take data-informed decisions.
Wait, can you tell us a little more…why are we focusing on these three areas specifically?
Gaurabh: Because these three aspects have a huge role to play in attrition management. And with day-to-day tasks around journey management, background checks and HR analytics taken care of, People teams can focus on answering high-level questions and building data-informed strategies for employee retention and engagement.
That’s a quick round-up of our new, latest, biggest announcement of this quarter.
Do you have questions for our product team?
Write to us at firstname.lastname@example.org and we’ll get back to you with the answers in 48 hours.