Technology has quickly found a central place in the world of HR. While just a few years ago, using some type of software to handle HR tasks such as employee file management and scheduling was relatively rare, now using tech for these tasks is the norm. It makes sense for most companies to automate these types of tasks and digitize the “paperwork” required of HR for ease of reporting and organization, but HR software is not one size fits all.
With the vast array of HR software options now available, selecting HR software that fits one particular organization has become a task of its own. The process of selecting HR software and implementing it in a way that maximizes its effectiveness and ROI can become overwhelming. The following are a few tips that can make the process less stressful and help to ensure HR software success.
1. Do Plenty of Research
Researching to start an HR software project should take place internally as well as externally. Knowing what business processes you need to improve and what your goals and priorities are for the new system will give you a great starting point for your vendor research. Once you have your priorities straight, you can start looking at side-by-side comparison charts.
2. Speak with a Vendor Neutral Consultant
Speaking with a vendor neutral consultant can help you to quickly narrow down your options. Vendor neutral consultants have a wealth of knowledge about different systems and vendors, so they will often be able to match your company with a compatible system with great accuracy.
3. Know the Vendor Before You Pay
Customer service and vendor support can make a huge difference in the success of your HR software, so make sure you are familiar with the vendor before you sign a contract or make a purchase. Speaking to other companies that utilize the vendor and browsing reviews may give you an inside look at the offerings. Meeting with a vendor representative and speaking about the support they offer may also help you to form a relationship with the vendor beforehand.
4. Budget Wisely and Track ROI
Many companies underestimate the total cost of implementing HR software. The up-front costs and price per month are just a small part of the equation, the bigger costs usually come with training and acclimation. After a system has been implemented, it is also important to track ROI so that you can make changes as needed to ensure you are getting the most for your money.
5. Focus On the People Side
For many HR software projects, the people side is where the project begins to fail. Poor change management or an unwillingness of employees and managers to adapt to using the new system can harm ROI figures. The most successful HR software projects couple implementation with comprehensive change management and include employees in every step of the process.
6. Be Prepared to Continuously Adapt
After HR software has been implemented, the project is not really over. There will always be updates needed as new software and functionalities come into being and as your business evolves. Be prepared to adapt to these changes as they happen and use feedback to optimize the use of your new system.
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