
As HR teams get rolling into 2025, one critical task often tops the to-do list: reviewing the tech stack. From outdated tools to overlapping features, it’s easy for a system to become cluttered, inefficient, or worse—counterproductive.
But how should you actually be evaluating tools? What should go into determining if it’s worth keeping or not?
This step-by-step guide will help you better evaluate your tech stack, so you can make strategic decisions about what to keep, what to replace, and what to leave behind.
Why Regular Tech Stack Evaluations Are Essential
Before diving into the process, let’s clarify why evaluations matter:
Cost efficiency: Outdated or redundant tools drain budgets without delivering proportional value.
Team productivity: Simplifying workflows by removing bottlenecks boosts team efficiency.
Employee experience: A well-integrated tech stack empowers HR teams and improves the overall employee experience.
Scalability: As your organization grows, ensuring tools align with future needs is crucial.
Now, let’s jump into the 5 steps you need to take to evaluate your HR tech stack accurately.Â
5 Steps to Evaluate Your HR Tech Stack
Step 1: Inventory Your Current Tools
Start by creating a complete list of the platforms, tools, and systems your team currently uses. Include:
Core HR systems: Payroll, benefits management, compliance software.
Specialized tools: Learning and development platforms, recruitment software.
Communication tools: Internal messaging apps or collaboration platforms.
Third-party integrations: Tools connected to core systems.
For each tool, document:
Purpose: Why it was implemented.
Usage: How often it’s used and by whom.
Cost: What you’re spending annually.
Step 2: Identify Redundancies and Gaps
Look for tools with overlapping features or those underutilized by your team. Common signs include:
Duplicate features: Tools performing similar functions (e.g., multiple messaging apps).
Low usage: Platforms that rarely see engagement.
Unmet needs: Gaps in areas like performance management, DEI initiatives, or data reporting.
Step 3: Assess Value and Performance
Evaluate each tool against three key factors:
Ease of use: Is it intuitive for your team?
Integration: Does it seamlessly connect with other tools?
ROI: Does the benefit justify the cost?
Ask for feedback from end-users to uncover pain points or hidden value you might not see at a surface level.
Step 4: Decide What to Keep, Replace, or Remove
Keep: Tools that are highly used, integrate well, and provide measurable ROI.
Replace: Tools that meet a need but have significant usability or cost issues.
Remove: Tools that overlap with others, offer little value, or go unused.
Step 5: Plan for Implementation and Optimization
For tools you’re keeping or replacing, create an optimization plan. This could include:
Training: Ensuring teams know how to maximize the tools.
Integration: Streamlining connections between platforms.
Auditing: Scheduling regular check-ins to ensure ongoing value.
How WYSR Fits In
After streamlining your tech stack, the next step is finding solutions that complement what’s already working. That’s where we come in. Designed to enhance your existing systems, WYSR supports workforce development and HR solutions in a way that integrates seamlessly with your tools.
Whether you’re looking to close gaps in training, improve employee engagement, or optimize workflows, WYSR is here to help your team do more with what you already have.
Getting More Out of Your HR Tech Stack This Year
Regularly evaluating your tech stack is more than just a cleanup exercise—it’s a strategic move to ensure your HR team is equipped to meet the year’s goals. By identifying redundancies, addressing gaps, and optimizing for value, you’ll create a system that empowers your team and supports your organization’s growth.
Ready to learn how WYSR can complement your tech stack? Let’s connect!
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