Limited investment in HR technology hampers small and mid-sized businesses. Many allocate less than 1% of annual revenue to HR tech, affecting worker engagement. HR teams spend excessive time on back-office tasks and struggle to focus on employee needs. To justify investment, HR leaders must present technology as a strategic advantage that contributes to operational efficiency and business growth. Addressing limited budgets and articulating the positive impact of HR technology can enable HR to secure necessary resources for effective workforce management.
Small and mid-sized businesses often view HR as a cost center and tend to allocate minimal resources, with 64% investing less than 1% of annual revenue in HR technology.
Limited budgets lead to uncertainty around which HR investments provide the most significant returns, making it essential for HR to articulate the clear business impact of technology.
HR managers should advocate for technology investments that not only address employee needs but also resonate with leadership by emphasizing bottom-line impact and operational efficiency.
Presenting a business case framed around real pain points can help HR leaders gain executive buy-in for necessary workforce management and payroll solutions that deliver measurable value.
Collection
[
|
...
]