Packed with tangible benefits, clear facts and an ROI, a robust and comprehensive business case can give decision makers the confidence to say yes to HR investment.
Sage People’s eBook, The 10-step guide to building a compelling business case for HR tech investment sets out in detail how HR and people leaders can create a successful business case, including a comprehensive checklist. Here’s a taster overview of those 10 steps…
Define your business needs
You’ll have a range of reasons to invest in tech, and the best way to start a business case is to set these reasons out clearly.
Ensure the HR vision fits in with the business strategy
Align what you’re aiming for with the organisation’s overarching aims. Make sure your business case shows how the investment will directly contribute to achieving them.
Identify the benefits of investing in new HR tech
Be specific about the technology benefits for your organization. Describe exactly what will be different, and better, in your operation using performance measures. Make sure you’re also considering the impact and benefits for other functions and the business more widely.
Define what success will look like
Make sure you can answer the question ‘why are we doing this?’. A cost-versus-benefits analysis is an effective tool to gain buy-in.
Compare vendors
Research all vendors and their solutions thoroughly and make a rational, well-balanced decision. Consider how the investment can meet the objectives you’ve set out, which may include things such as initial cost, long-term cost, peer reviews, ease of implementation, and compatibility with your organization.
Want to find out more? Download the eBook to get all the details you need to make your own case with confidence.