Question

Technology has become the norm, but how does a future HR leader "sell" the value of these exciting technologies to the business? What is the value proposition? If I were leading a Business Unit (not from an HR perspective), why do I want to pay for all of these fancy technologies?

Answer 1

Technology is exciting, but it can only be sold when it adds value to the organization. This is the approach, a future HR leader has to take care of when he or she wants to sell he technologies to the businesses. The future HR leader should bring quantification of the increase in sales, increase in productivity of the employees, creation of competitive advantage and many such other benefits when a specific technology is used. Afterwards, the HR leader presents these net gains, value additions and or cost savings to the management of the business when a particular technology is used. Then, HR leader puts a strong case of using the technology and can sell it to the business. Here. HR leader has to ensure that benefits are always higher than the cost to make an attractive proposition w.r.t. the technology and businesses can seriously think of buying it.

If I am leading a business unit, then I would like to pay, because:

A. It brings an increase in efficiency in operations as well as productivity to achieve the targets.

B. It brings competitive edge over the competitors

C. Its net benefits are more than acquisition cost.

D. It helped to increase sales and customer retention.