Creating an HRIS roadmap typically takes between 12 and 20 weeks, depending on the complexity of your organization and technology ecosystem. This period includes assessing the current situation, analyzing outdated technologies, designing the future architecture, and developing transition scenarios. A well-structured roadmap requires time to analyze your needs and develop a sustainable technology strategy.

An HRIS roadmap provides a detailed cost-benefit analysis (CBA) that quantifies the monetary and non-monetary benefits of each transformation phase. It includes ROI projections, accurate budget estimates, and financial flows by stage, allowing leaders to clearly understand the financial and strategic impact of HR technology investments. The HRIS roadmap thus becomes an essential communication tool for obtaining the necessary approval and funding.

An HRIS roadmap goes far beyond a traditional project plan by integrating a long-term strategic vision (3 to 10 years), an in-depth analysis of current and future technology architecture, and an assessment of organizational risk factors. It starts from its business strategy (needs, capabilities) and the organization's workforce challenges. It considers the evolution of the technology market, emerging trends, and the success conditions specific to your organization. The HRIS roadmap serves as a strategic guide for all your future HR technology decisions.

An HRIS roadmap must incorporate multiple transition scenarios and regular review points to adapt to organizational changes. It identifies source-of-truth technologies and flexible architectures that can evolve with your needs. The HRIS roadmap also includes contingency plans and assessment milestones to adjust the technology strategy based on changes in context, acquisitions, growth, or new business priorities.

An AI Roadmap in HR focuses specifically on the integration of artificial intelligence. It goes beyond simple system updates by prioritizing use cases to experiment with, training your teams on AI concepts, and implementing appropriate governance to oversee these powerful new technologies.

On the contrary, it's the perfect time. AI is moving very quickly. As a user, it won't be difficult to catch up with the rapidly advancing capabilities. However, to bring on board key and high-potential executives and professionals, it may be useful to equip them with certain capabilities in their daily work.

Our AI Roadmap service for HR begins with an analysis of your current situation and the offerings of your existing solutions. This allows us to build a realistic plan, starting with consolidating your data and training your teams, before deploying more advanced AI tools.

Yes, a key component of our service is training your teams on the fundamental concepts of AI (ML, Generative, Agentive), Prompts, RAG, and automation.

We also offer hands-on workshops to learn how to "prompt" HR use cases, whether you're an SME or a large corporation.

The goal is to empower you and make you more competent and to help you mature your needs with better-understood use cases.

We help you establish clear HRIS and AI governance, which ties into the company's AI governance, if it already exists. This includes defining roles and responsibilities, establishing ethical use policies, identifying security standards to follow when selecting solutions, and establishing processes to track the performance and compliance of AI initiatives.