OCTOBER 2015HR TECH OUTLOOK8By Debbie Lynch, CHRO, AnsellDebbie LynchT hree years ago when I joined Ansell, a global leader in protection solutions, I learned that the majority of employee tracking was done on traditional spreadsheets. Both the Board of Directors and Executive Leadership team supported moving to a technology-driven solution. Having a single source of record for all employee data in place would create a true competitive advantage, potentially enabling us to outperform the competition in terms of human capital management as well as better serve our internal clients. As a result, Ansell began implementing a Human Resources Information System (HRIS) for employee data on a global scale.It's a Long, Challenging Journey­Pace Yourself!Once you decide to embark on a technology journey like HRIS, the first key element is assembling a great project team. Getting the right talent in place to lead the project on behalf of both HR and IT is a critical first step in chartering a successful journey.If you choose to have an implementation partner, it's important they have the right expertise, temperament, and cultural fit­all critical components to the project's success. There are long hours ahead both in planning and implementation. If you have not implemented on a global HR scale previously (which Ansell hadn't), be ready to build in time for the unexpected. There may be people issues, cost issues, unforeseen implementation issues or vendor issues. My advice is to stay flexible, as I guarantee there will be at least one (if not several) unexpected surprises that need to be addressed. For the ultimate success of the project, contingency planning is critical. There were times when we had several contingency plans at the ready, allowing for flexibility in objective setting and deadlines. How Technology is Transforming HR­A First-Hand Look In My Opinion
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