HR Software: Tips in Choosing a New HR Software System
In the past, most human resource information technology specialists and systems were highly involved with an HR software evaluation in one way or another, however with the software-as-a-service (SAAS) have changed it. So it is very important to equip yourself with the right knowledge and understanding before engaging on such project. Before selecting a new software, you need to be guided accordingly by reading some successful tips for HR software system evaluation.
First, you need to have a plan and a strategy. If you don’t have any plans yet, create one, and get away from high-volume text documents often used with high-level presentations in conveying the actual strategy to your upper management. It is best to use a collaborative software in creating the strategy instead of sending e-mail documents. It is best to have a concrete plan, to prevent choosing a poor quality HR software that may not perform well as expected, and the process will need to be repeated again sooner than also expected. Second, you need to have the proper and adequate resources, and having the correct team is crucial. Don’t forget to include the stakeholders in the process of decision-making, as well as identify non-HR staff needs and considerations since systems are also used by your non-HR staff. It is also a good idea getting the services of an external consultant for assisting your team in explaining and finding the most effective and efficient ways for developing the best strategy, for the creation of vendor list, and identification of requirements to match vendors and the demo.
Include all areas that are functional and discovery sessions should obtain all of the requirements needed for the new HR software system, focusing only on unique processes. For any future corporate changes, you may also consider setting global functionality so that the final system you’ll choose will be modifiable. You should also focus on the leading edge technology and consider the more advanced forms, such as mobile technology, social media and direct access. Do not just depend your final decision basing on the system demo, usage of decision drivers such as vendor viability and technology drivers will guide you accordingly. Vendor viability include functionality, usability, return of investment (ROI), ease of integration, and operational effectiveness, whereas technology driver include configurability, scalability, service and support, business segmentation, and global capabilities. Choosing the best HR software system is less complicated as long as you do some market research to be guided in your final decision-making.