1. Ensure to have other teams and process involved, such as IT, Finance, Marketing and in particular the Senior Mgt of the organisation. Make it visual what the effect, impact, workload of such a program has on their team, way of working and on the organisation in particular
  2. HR automation will not decrease your costs in HR short term, so don't commit to make promises on reducing fte's in HR. On the contrary, this project will consume your best resources for several years.
  3. Ensure to spend sufficient preparation time (several months) to map your current process, where to find the related data are, which reports are used today, who has access to which data, clean your data and ensure similar vocabulary for each data field
  4. Excellent project management is a basic condition to make the project work. You will need excellent project mgt skills and highly engaged people with analytical skills, process knowledge and communication skills to make it happen
  5. Simplify your process as much as possible, have a look at best practices in the selected platform itself and try to adapt your current way of working to this. If possible, first change the process, let it run for a few months, get people familiar with the adapted process and than start to automate. A change (process) on a change (platform) coudl be too much for the organisation and even when you have selected a state of the art platform, it will be perceived as a bad platform. See also article in HR magazine: https://www.hrmagazine.be/nl/artikels/detail/venster-op-de-toekomst-lindsey-debosschere-deceuninck"