Selecting a new HRIS presents many challenges as you strive to maintain the greatness of the organization as it is while making future growth and improvement possible. Simply catering to your organization’s existing needs and trying to anticipate future needs can be challenging enough, but when you take into consideration that the functionality and capabilities of HR software is constantly changing, it can tip the scales. The following are a few HRIS selection challenges and tips for overcoming them.
Selecting a HRIS That Nourishes the Bottom Line
Ideally, HR software should be in line with business goals and should make it easier than ever before to achieve those goals. Unfortunately, many companies do not see the anticipated ROI on systems because they do not use the systems to their greatest potential. When recruitment and onboarding are simplified by a HRIS and the software helps employees to see schedules and defined business goals, it can be a setup for success as processes that have a real impact on the bottom line are improved.
Trying to Meet Needs with an On-Premise System
Some companies wish to stay with a system that is on-premise because of mistrust for the Cloud and security concerns. However, the industry is rapidly shifting away from on-premise systems and ever more towards Cloud-based functionality. At this point, acquiring and implementing an on-premise system is still possible, but it may not be the most forward thinking move and it may eventually inhibit your business.
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Ensuring Adequate Security While Integrating Systems
Selecting a HRIS that can be integrated with other business systems to provide detailed analytics and report references has many benefits when it comes to decision making and ease of use. However, as systems become more integrated and mobile accessibility is enabled, it can present security challenges. It is important to review security precautions and procedures with the HRIS vendor before implementing a thoroughly integrated system to ensure the safety of sensitive organizational data.
Accurately Anticipating Future Needs
Things like gamification, analytics, and social collaboration have made HR software headlines over the past few years, with each being touted as “must haves” for organizations that want to stay ahead of the curve. Instead of jumping right on the next bandwagon, however, you should definitely stop and figure out exactly how your organization will use the features and determine whether you think user adoption rates will make the moves worthwhile. Many new features simply turn out to be a lot of hype.
Matching Needs with Budget
The allotted budget for a new HRIS system is often determined by calculating anticipated ROI from the system over a specified period of time. While this is a business savvy approach to HRIS budgeting, the budget that is produced by this approach may not be in line with average vendor costs, which may put your organization at a disparity when it comes to how well the system will meet needs.
When determining the budget for a new HRIS system, it is important to find realistic estimates based on systems with features and functionality that will benefit the organization. In some cases, it may be necessary to anticipate a longer time period before the business recovers the invested funds, in order to acquire a system that is truly worth the expenditure and the effort of implementation.