HR departments can use tech stacks to more strategically manage, oversee, and fill their roles in a company. Tech stacks make the most of HR software, integrating with more traditional people-management methods.
What is a tech stack?
What does a stack of technology actually mean when it comes to HR? It’s not literal layers of hardware and software systems – rather, it’s a collection of the digital management tools that HR can use to support its functions and better reach its goals. They might include multiple software programs, third party platforms, and the devices HR uses to execute or automate tasks through digital means, such as computers and smartphones. Even everyday tech solutions for communication or project management, such as Microsoft Teams and Asana, are part of the HR tech stack.
What to consider when building your stack
There are multiple factors that are key when choosing tech tools to integrate into the tech stack.
- Integration framework: Does the tech integrate effectively with the company’s organisational culture, current goals, and methods of communication? Consider how integrating this tech might either disrupt or support the flow of work – not just for HR, but for employees in other departments as well. It’s also important for the tech to integrate well with the rest of the tech stack.
- Flexibility: Much of the business landscape has gone global. A company’s employees, suppliers, and key partners may be located in entirely different countries. Will this tech support multiple languages and communication formats? Can it streamline workflows from different locations and time zones? Is it customisable to the needs of its users?
- Remote vs. on-site: Some HR tech is sourced from cloud-based software, or from third-party platforms. These solutions have their own benefits and drawbacks. One important factor is considering whether your tech can also support remote employees, allowing them to share the same experience as on-site employees.
- Future needs: How well will your tech stack address the needs of the company and HR in five years? Having tech that can act as a medium to long-term solutions is crucial; tech stacks that need constant updating can hinder HR more than they help.
Benefits of building an HR tech stack
Some of the benefits to building a comprehensive HR tech stack have been mentioned above, but there are many more advantages to consider. These include an enhanced workflow, improved engagement and turnover, better planning across multiple functions, and increased growth of employee development. No matter the company’s size, budget, culture, or work processes, keeping these factors in mind when adding to the HR tech stack is crucial.
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HR Tech Update — Insights you need to know about recent technologies to streamline HR functions; Scheduled every Thursday @ 6:00 AM brought to you by Chief of Staff Asia
