Jessica Miller-Merrell, blogging4jobs
Investing in HR technology is something that is typically done with great consideration. After all, it’s expensive, creates downtime and requires system training. Additionally, investments can be a hard sell for those outside of your department as others may not see why the technology is necessary or beneficial. While frustrating, it’s understandable when others don’t understand why HR technology is a vital part of how you do your jobs. If you’re considering new technology or pitching the idea, it can be difficult to put a number to the difference it will make, or validate your purchase by showing its return on investment. There’s no exchange of funds in your department, no sales numbers and no revenue or losses (in the traditional sense), so how do you calculate the ROI it will provide?