How do you approach change management when it comes to rolling out new HR technology to your employees?

focus on

communicate the new technology to all employee with answering why this new technology have been brought and what's the positive things it brings , however this should be communicated by higher management , let them aware about it 

training , make sure you designed good material for learning to teach ppl how to use this new technology

reinforcement , make sure that the old practice is stopped and the new technology is embedded on the procedure

communicate more than you every think you need to. we're considering an external consultant if we need to. Go to where the employees are- if people aren't always on email find other ways to communicate. Show, tell, write- find all different ways to get messaging out.

Make sure you involve end users, don't have HR roll this out without asking and knowing what employees / managers need. Make sure you share the benefits for them and how it enables them for 'self service'. If you go in with an HR story people won't buy in and probably think you are moving work to them ;-) 

Clear communication and user training

In approaching change management for new HR technology, I prioritize clear communication of the change's purpose, ensuring alignment with the organization's goals. Articulating the as-is and desired states helps bridge the gap and highlight benefits for employees, stakeholders, and internal teams. Early involvement of key stakeholders, assessing their needs and seeing the challenges through their eyes ensures alignment and hence improves the solution design but more importantly addresses "why' behind the change. Emphasizing user experience and conducting pilots with different employee subgroups,  ensure user-friendly design, crucial for successful adoption amid budget scrutiny and evolving work environments.