CIOs are no stranger to digital transformation. Most already lead strategies to boost cybersecurity and their workforce’s tech use. But according to Gartner, only 48% of digital initiatives meet or exceed their business outcome targets.
Today’s organizations aren’t just trying to “catch up” with digital transformation. Now, we’ve entered the digital reality. Even otherwise helpful software falls short if it doesn’t prioritize data protection and encryption.
That may explain why nearly half (43%) of full-time U.S. employees told Pollfish in a survey commissioned by Paycom that their company does not prioritize updating its technology enough. Despite this, PSB Insights reports that data security concerns are the most significant current barrier preventing HR professionals from automating more HR and payroll tasks.
Greater influence in the C-suite gives CIOs more room to innovate and lead. At the same time, they’re now the guardians of employee data privacy and corporate security.
What are the top responsibilities of a CIO?
More responsibility means more daily concerns, too. CIOs need to consider:
- how to manage legacy systems
- their business’s infrastructure
- new laws and regulations
- cybersecurity threats
- HR tech outages
- and more
On top of all this is the constant need to protect employee and company data. After all, it’s employees who suffer when IT security fails. A survey conducted by OnePoll on behalf of Paycom revealed 73% of millennials and 56% of Generation X would be willing to take a pay cut to have technology that’s twice as good as what they’re using now.
What should CIOs look for in HR tech?
Finding the right HR and payroll software depends on a workforce’s needs. Granted, every employee benefits from greater data security. And businesses enjoy peace of mind with a transparent, compliant and certified HR tech provider.
CIOs should look for an easy-to-use, single software that:
- scales with a business
- provides dedicated support
- automates routine processes
- stops needless, manual data reentry
- eliminates multiple, disjointed HR systems