| | DECEMBER 20199CIOReviewto business? How does that match the provider's culture? If it's different, are you OK with the difference? 5. A point of view: With new technology you also get a point of view that most certainly will be reflected in the software. Take decision support for benefits enrollment, for example. One point of view is that employees just want to be told what to do. Another is that employees need to be engaged and understand their options to make the best decision for their needs. These are divergent views, both of which exist in the marketplace, so make sure you're aligned with the provider you choose. 6. Technology and services: Yes, you are purchasing technology, but you're also purchasing a service model. Determine if the company has a strong customer support mentality. Understand the level of support you need beyond the initial implementation. Do you need tech-only support or customer service for your employees? Most providers offer a range of options based on your budget and needs.7. Data security: The weekly headlines of cyber security and data breaches should be enough to convey the importance of data security and the need to consider it as part of your risk tolerance assessment.This includes the company's security policies, processes, ID and password protocols, cyber insurance coverage, commitment to a security audit and more. 8. Third-party integrations: New technologies have made software integration easier and a great way to add value. However, when you ask a benefits administration provider to integrate with a payroll provider, know that there is no contract between these two. In short, you're buying integration that is not governed by your contracts with the providers and, if it fails, there is no service level agreement (SLA) to rely on for resolution. Find out in advance if a provider has a successful track record of integrating with your existing tools. 9. A set of tradeoffs: When you understand all that you're buying when you buy HR technology, then you can understand that you're also buying a set of tradeoffs. No single software can do everything you want. Much like buying a house, you need to separate your "must haves" from your "nice to haves," and make a decision accordingly.Each of these factors are important to the decision-making process when selecting a best-fit HR technology provider, but none should be the sole determinant of your decision. I encourage employers to consider and prioritize each factor in advance of narrowing a list of potential providers. If you'd like more guidance on HR technology strategy, download the 2019 HR Technology Survey Executive Summary. You'll gain a practical, data-driven perspective on the HR tech trends and best practices that Gallagher consultants are are observing firsthand. Before you pull the trigger on your next HR technology solution, consider what you're really buyingRhonda Marcucci
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