3 reasons why you need an HR technology roadmap

Ever heard the phrase, "If you aim at nothing, that’s what you’ll hit"? Managing HR technology without a clear roadmap is much the same; without a strategic direction, success becomes accidental.

What is an HR technology roadmap?

An HR technology roadmap is a structured plan that details how HR technology will evolve to support business goals over time. This roadmap typically includes:

• Business processes supported by technology: Which HR activities and processes will the technology help streamline?
• Defined objectives: What goals will the technology help achieve, and how will this align with business needs?
• Required technology: What specific tools, software, or platforms are essential to meet these objectives?
• Implementation and maintenance plan: How will the technology be implemented and maintained for long-term success?
• Resource allocation: What resources, including budget and personnel, are needed to achieve each goal?

Why do you need one?

Organizations using an HRMS or other HR software can gain significant advantages by creating a well-structured plan. Here are three key reasons:

1. A clear focus: It provides a detailed strategy, outlining necessary tech, its connection to business goals, and implementation timelines. This approach remains flexible for review as business priorities or market conditions change (e.g., economic shifts, restructures), allowing adjustments when necessary. However, any changes should always undergo proper evaluation.

2. C-suite Alignment & Buy-in: Securing leadership support for HR technology can be tough, as it's often seen as a cost. A clear, concise plan (ideally 1-2 pages) links your HR tech initiatives to broader corporate strategies, building a strong business case and maintaining leadership interest.

3. Better Vendor Management: HRMS vendors frequently release updates and new products, which can impact your HR operations. A structured approach helps you prioritize and stay focused instead of chasing every new offering. Always coordinate with your vendors on their update schedules. If you work with one vendor, collaborate with them on your strategy. If you have multiple vendors, gather their relevant information. Ultimately, you control the final roadmap.

Recommended Reading: HRMS Vendor Guide - An asset for your HR technology roadmap

How to create an HR technology roadmap

First of all, the format is irrelevant. Whichever layout or visual representation works for your business is ideal for you. What’s most important is to ask the right questions and document your answers to shape a clear, actionable roadmap.

1. What are the business goals and outcomes? As with an HR investment or activity, your HRMS and other related technology should be aligned with what the organization aims to achieve or be. Shiny new features are only worth investing in if they further your goals in a measurable way.
2. What HR metrics will you use? Speaking of ‘measurable’, how will you know when your HR technology is successful? What impact do you expect it to have, and how will you know? As a starter, consider employee turnover, retention, engagement levels, collaboration, diversity and inclusion, and the results of any employee surveys.
3. What HR technology supports these goals and metrics? Research and understand the current HR technology landscape and market – know what’s out there, what it is designed to do, and how it can potentially support your aims.
4. Where are the gaps in your HR technology? Your current HR tech might meet your needs, focusing your strategy on maintenance until priorities shift. But if there’s room to improve (like integrating recruitment and onboarding tools or unifying systems after a merger), this is where you plan next steps.
5. What are your priority needs? Create a prioritized list of technology requirements. Consider which needs are most pressing or which upgrades will provide the most value to users. The most critical needs should be tackled first, with less urgent items slated for later phases.
6. How can you future-proof your HR roadmap? Think about how you'll maintain performance as you work toward your business goals and adopt new technologies. Your roadmap should schedule time for maintenance, updates, and upgrades. It should also include opportunities to assess new trends and future possibilities.

In other words, remember that your roadmap merely shows the best route as determined at the time – circumstances change, and sometimes so does the destination, so build in some flexibility and be ready to change direction when necessary.

Key takeaways

HR technology is rarely cheap, especially in terms of the time and resources needed for successful implementation.

A new HRMS should be approached with the same rigor and due diligence as any other business investment, and that’s where your HR technology roadmap comes in – allowing you to start the next stage of your HR tech journey with confidence.