Assessing Stakeholder Requirements during HRIS Selection - HRIS Payroll Software
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Assessing Stakeholder Requirements during HRIS Selection

By: Dave Rietsema
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When hunting for new HRIS software, it’s critical to gather a list of priorities before setting out to see what the vendors have to offer. Unfortunately, priorities may not be unified among the different stakeholders. In order to optimize the return on investment after a selection has been made and the go-live date has been reached, it’s important to check in with your stakeholders right at the beginning and work with them throughout the selection process.

Who Are Your Stakeholders?

Anyone in your company that will be affected by or that has interest in the HRIS purchase and implementation is considered a stakeholder. Some stakeholders may have more interest or sway over how the project unfolds than others. Failing to address any one group’s needs can have a negative impact on your adoption rates, however, so identify them quickly and consider their needs carefully.

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Management and Executives

Managers and executives want to maximize profits and see the business thrive. With this in mind, consider selecting an HR software solution that ties people management to the bottom line via functionality like analytics and goal setting capabilities. These options will allow management and executives to see how the software affects outcomes and track ROI in real time.

Human Resources Department

Human resources professionals are in charge of keeping the records straight and dealing with day-to-day issues that arise for employees. With this in mind, a solution that will help to automate record keeping and recurring tasks like time keeping will appease the human resources professionals in your organization. They may also benefit from features that make it easy for employees to update their own information and streamline communications.

Payroll, Finance, and Accounting

If you have a payroll or accounting department or even a few people that manage the budget and major costs, clearly they would love payroll functionality and a system that funnels in time and attendance information. Metrics that help with ROI tracking on the new system and on changes made to people systems within the organization may also be helpful for budgeting and planning. Smart, customizable reporting is always a safe bet.

Technical Support Staff

IT staff will be in charge of keeping up the technical side of whatever HRIS solution you choose, so their interest will lie in obtaining a system that is easy to implement and maintain. They may have to make some moves to integrate the system with your legacy systems, the simpler this can be the happier they will be and the more likely that your system will be up and running quickly. Make sure support is strong with the vendor you choose, as well.

Front Line Employees

Employees will be the ones’ whose adoption of your selected system will ultimately mean success or failure. They want a system that is easy to use and allows them to handle simple tasks like time off requests or pay history without having to contact human resources. They may also appreciate options like goal setting, peer-to-peer messaging, and social feeds.

When reviewing HRIS options, it may be helpful to have selected members from each department attend demos and free trial sessions for the top selections.

If you would like to start your HRIS selection journey, we can help. Visit our vendor match page to let us know what your needs are so that we can give you a price quote and schedule some demos for you.