Technology is infiltrating every aspect of the business world, and HR is no exception. Surveys of HR leaders in 2021 found that 90% plan to maintain or increase their investments in HR technology, and given the potential benefits on offer, you can see why.
HR technology is an essential workplace enabler, boosting productivity and improving the experience of every business’s most important asset, its employees. However, to unlock your workforce’s potential and fully reap the benefits on offer, you need technology that can adapt to the rapidly evolving needs of your business.
Overhauling HR operations and implementing a new solution is a large-scale, long-term project. Therefore, to ensure the end result is worthwhile, it must be fluid, aligning with employee needs and business goals as they change over time.
Every organisation is different, and maximising HR operations means building a truly adaptive, always additive solution unique to the specifics of your company. This is not a simple task, and successful HR digital transformation projects require in-depth knowledge of your business operations and the technology available. They require a solution architect.
Solution architects spend their professional lives evaluating and experimenting with different HR technology, developing a deep understanding of their capabilities and compiling a list of best-in-class solutions for every layer of the tech stack. Then, they apply this knowledge to design bespoke, adaptive HR Technology Roadmaps and transformation projects based on the broader goals of a company.
If you were taking the time and effort to design your dream home, something perfect that fits your every need and preference from the ground up, you wouldn’t rely on a builder. Instead, you would seek the help of an expert architect, someone who had spent their career designing one-of-a-kind buildings. The same applies to HR solution architecture.
HR solution architecture
Every organisation is different, containing a multitude of external and internal triggers to review in order to design an idealised HR solution architecture. It can be easy to assume what works for others will also work for you. But this underplays what makes your business unique. The technology one organisation needs are usually vastly different to that of another.
Selecting the right HR technology for your organisation requires a clear understanding of the objectives and goals of your HR function and the type of employee experience you wish to create for your talent. For example, are you focusing on upskilling employees? Increasing operational efficiency? Or retaining and recruiting top talent? What functionality and features do you need moving forward?
Every vendor can spin you a tale of what their technology can do for your business. But, in reality, each comes with a list of pros and cons. So what you need is an expert who can size up your company and recommend the solution with the biggest list of pros and the smallest list of cons, highlighting both the risks and opportunities.
Investing in the services of an HR solution architect can save you significant time, money, and stress, by providing a clear vision of what you want and what you need from your HR technology.
The advantages of a solution architect for an HR Technology project vs System Integrators
A key difference between solution architects and system integrators is that solution architects manage the whole end-end process, from conception to delivery, maintenance, and everything in between. They see the entire picture.
In contrast, system integrators tend to zoom in on a specific area. They have a statement of work and a list of deliverables to achieve without much concern for wider issues.
Solution architects design the whole building. They understand the whole project to create a solution of complementary technologies that fit together seamlessly while covering every need of your organisation. When left solely in the hands of system integrators, a business’s HR architecture is likely to consist of a series of point solutions, tech that solves a single issue in isolation just fine yet fails to work together effectively to produce a holistic, adaptive future proofed system.
| Standard strategy | HR solution architecture approach |
|---|---|
| Architecture fragmented into separate projects with different tech solutions | Architecture is viewed all together to develop a single all-encompassing solution made of complementary parts. |
| Works to improve only the end-user experience | Works to improve the entire employee experience |
| Static point solutions optimised for a single predictable future | Dynamic solution capable of adapting HR operations for whatever comes next |
Let Baselinked design your dream HR solution architecture
At Baselinked, our expert knowledge of HR digital transformation projects can lay the foundations for your dream HR architecture. With extensive experience working with a vast array of HR technology, we offer a range of services to help you build your own unique, adaptive HR solution architecture:
- HR Tech Health Check, Audit and Readiness
- HR Technology Strategy and Dynamic Roadmap
- HR Technical Solution Architecture and Data Design
- HR Hyper Automation, Integration Middleware – Strategy, Design and Build
- HR Technology Decommissioning Strategy
