Ilustration of HR technology heath check


In the ever-evolving world of HR technology, making the right choice can significantly impact the success of your organisation. Before delving into the overwhelming array of HR Technology platforms available or jumping into the Request for Proposal (RFP), it is imperative to conduct a comprehensive HR Technology Health check. Far too many times before we have seen the same mistake repeated, where the client has been taken down a path too quickly with a HR Tech vendor without taking time to understand their existing Technology, Processes and People needs. This inevitably leads to further challenges and problems during and post implementation.

This non-negotiable step of conducting a HR Technology health-check ensures that you lay a solid foundation for your HR technology strategy, enabling you to make informed decisions and select the most suitable solution.

Starting your HR Technology Journey

In this short introduction, we will explore the importance of an HR Technology Health check as the initial starting point for a successful HR Technology implementation and a critical component of an HR Technology journey.

Why conduct a HR Technology Audit?

It may sound obvious, but a HR Technology Audit can help you understand where your organisation stands today and what improvements need to be made to meet your business goals and objectives. These improvements can take the form of upgrades, system replacements, retirement, modernising or optimising existing technology.

The following are the outputs from a HR Technology Audit:

  • HR Capability assessment

An HR capability assessment will enable you to align current HR capabilities vs what is needed as part of the broader business strategy. Prioritise the HR capabilities needed to support organisational goals, you can ensure that HR technology investments are aligned with strategic objectives.

  • Gap Analysis

This refers to the areas where your current HR technology landscape falls short in meeting your organisation’s requirements or industry best practices. These gaps could include outdated technology, inefficient processes, lack of integration, or limited functionality. Identifying gaps helps you understand where improvements are needed and guides you in selecting a new HR technology solution that addresses these shortcomings.

  • Opportunities and Innovation

As you complete the HR Technology Health check you will naturally uncover areas where your organisation can leverage HR technology to enhance processes, increase efficiency, or drive innovation. These opportunities may include implementing case management portals, seamless integration of ITSM and HR systems for an improved employee experience, chatbots, AI assistance, enabling functionality on mobiles, adopting data analytics for better decision-making, the list is endless.

  • Risks and mitigations

During the HR Technology healthcheck, risks associated with implementing new HR technology or making changes to existing systems are assessed. Risks could include data security breaches, system downtime, resistance to change, or inadequate training. Identifying these risks enables you to develop mitigation strategies to address them effectively. Mitigations may involve implementing robust security measures, developing change management plans, providing comprehensive training, or partnering with experienced vendors. Proactively addressing risks minimises the potential impact on the organisation and ensures a smooth technology transition.

  • Digital Maturity Assessment

Maturity assessment evaluates the current state of your HR technology landscape in terms of its level of development, efficiency, and optimization. It involves analysing the maturity of your business on the digital HR transformation journey. This will include an evaluation of your systems, processes, data management, and technology governance (more of this is the What’s included in a HR Technology Health check). Assessing maturity helps you understand where you stand in comparison to industry standards or best practices. This assessment is valuable for identifying areas of improvement, setting benchmarks, and establishing goals to enhance the overall maturity of your HR technology ecosystem.

  • Constarints and Limitations

Constraints refer to limitations or factors that may impede the successful implementation of HR technology solutions. These constraints could include budgetary limitations, resource availability, technological limitations, or organisational culture. By identifying constraints during the healthcheck, you can develop strategies to overcome them. This may involve seeking additional funding, reallocating resources, addressing technical barriers, or implementing change management initiatives to overcome cultural resistance.

  • Impact Assessment

The HR Technology Audit evaluates the potential impacts of adopting new technology or making changes to existing systems. Impacts can be both positive and negative. Positive impacts may include increased efficiency, improved data accuracy, enhanced employee experience, or streamlined processes. Negative impacts could involve disruption of workflows, resistance to change, or unforeseen challenges. Understanding the impacts helps you anticipate and plan for the changes required, ensuring smooth implementation and maximising the benefits of the new HR technology solution.

  • Implementation Readiness

assesses the organisation’s readiness to adopt and successfully implement new HR technology solutions. It involves evaluating factors such as organisational readiness, change management capabilities, stakeholder buy-in, and technical infrastructure. By assessing implementation readiness during the audit, you can identify potential gaps or areas that need strengthening before proceeding with implementation. This assessment helps ensure that the organisation is prepared to embrace the change and maximise the success of the HR technology initiative

  • Options and Recommendations

Based on the findings of the HR Technology Health check, recommendations are provided to guide decision-making and future technology investments. These recommendations are tailored to address the identified gaps, capitalise on opportunities, and mitigate risks. As previously mentioned these recommendations may include upgrading existing systems, implementing new modules, integrating disparate systems, or adopting emerging technologies. The goal is to provide actionable insights that align with your organisation’s strategic objectives and enable you to make informed choices for your HR technology roadmap.


The HR technology health check serves as a crucial initial step for organizations venturing into new HR technology initiatives. Furthermore, it is an essential tool for periodically assessing and monitoring the state of your HR technology. Consistently evaluating your current state, provides you with the ability to make necessary adjustments to maximise your investments and fully leverage their potential. Employing risk tracking, opportunity identification, and mitigation strategies is a recommended practice for anticipating and navigating challenges and changes effectively.

Take charge of your HR future by prioritising the HR technology health check. Avoid costly errors and ensure that your organisation’s needs come first, rather than being influenced solely by technology vendors. This empowering process allows you to make informed decisions and implement HR technology solutions that align perfectly with your requirements. To proactively safeguard your HR future, make it a priority to conduct regular health checks and adopt a proactive approach to HR technology management. Start now and pave the way for a more efficient and effective HR technology strategy that supports your organisation’s goals.

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