Federal HR has several unique requirements that influence the way technology can be deployed. Not only must all information technology used by the Federal Government meet Section 508 compliance, requiring accessibility for those with disabilities; it may require authorization to operate in certain federal agencies, and hosting and support for cloud applications requires security networking expertise specific to FedRAMP requirements.
Because of these requirements, software not designed specifically for federal use may cause problems that reduce efficiency. Newer software designed to address these specific challenges can have a positive impact for many agencies.
Technology tools have been implemented rapidly in many government agencies and directives to move to the cloud and modernize are being followed across the government. However, many processes are still highly dependent on spreadsheets and paper forms, including:
These tasks in aggregate can take hundreds of hours for an agency to complete each year. As such, they represent a potential time savings of 40-70% for agencies that transition to cloud-based technology tools.
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Transitioning from manual processes represent a major challenge for agencies with established software not originally designed for HR use. At the same time, as new technology is implemented for HR teams in federal agencies, there are concerns, including:
The big question to ask when evaluating new technology tools for federal HR is whether that software is truly designed for federal use. The unique requirements of government mean that non-HR software and non-government HR software will have shortcomings that can make regular actions more complex rather than less.
When evaluating potential federal HR software for an agency, there are many factors to consider. To learn more about the current gaps in federal HR technology and how a technology tool can help to address these gaps and prepare specialists to take advantage of the newest tools available to them, download our eBook, How Operational Support Technology Addresses Technology Gaps in Federal HR: