Business organizations rely on a number of core components to achieve success. Chief among those components is reliable and constantly improving workforce. Thus, it is critical for any enterprise to invest in a comprehensive HR management system software to help them not just manage their human resources, but to fully maximize their potential, guide them to their respective paths of professional development, and help them become valuable assets to the organization.
The HR management system has evolved into a more comprehensive enterprise solution that does more than help HR departments and staff with streamlining their tasks, finding potential employees, and recruiting the people. Numerous advances in the technological front as well as emerging HR software trends have revolutionized HR management. Cloud computing, real-time information access, and instant communication between various parties have impacted HR management systems in many ways, shapes, and forms.
Human resources management systems are practical and logical investments in this day and age. But with so many types of HR systems available in the market, how would you know which one is the best for your business?
1. List Down Your Requirements
What does your organization actually look for in a human resources management solution? The question may be simple but as you delve deeper for answers, you may realize how complex the search for the ideal HR management system really is.
You can try asking your peers and contemporaries what HR systems they are using. But you have to bear in mind that all businesses, regardless of types and sizes, have differing requirements. You need to determine your requirements first before you start your search.
At this stage, you need to determine a few things such as budget, features, industry standards, number of users, etc. There are so many things to consider so it would be prudent that you include other people such as HR managers, stakeholders, and other decision-makers when you list down your requirements. Their inputs can really help you narrow things down and discover requirements that take priority.
2. Look For A Reliable Software Vendor
Say you have all your requirements nailed down and a budget has been allocated, the next step is to find a software vendor that can provide the solution you want. Remember, you are looking for an HR management solution tailored to your organization’s unique and specific needs.
Treat a software vendor as you would a business partner. You want a vendor that communicates with your business on a regular basis, has an outstanding support service record and offers flexible, scalable plans. It is best that you shortlist three to five vendors and pick one that meets your standards. Make sure you read reliable HR software reviews to compare and contrast pricing, features, special benefits and more.
That said, be wary of those that make unrealistic claims, offering awesome package deals at ridiculously low prices. HR management systems are an investment. If a seller peddles a software with a price that is too good to be true, then it probably is.
3. Build A User-Friendly System
The last thing you want is an HR management system that stifles your end-users with a difficult and steep learning curve and an impossible set of tools. You want your HR solution to be as friendly as possible. Otherwise, your users will have a poor, unsatisfactory experience with the product. And this will press them to revert to their old practices and you’ll end up with a failed software implementation.
A 2017 study on software implementation revealed that 75% of software projects fail. Among the reasons why this happens to many businesses is the massive rework needed to make the software usable to the end-users.
Prior software training is critical to the success of any software implementation. Users must be fully acquainted with your HR software prior to its launch. That said, if users find your software difficult to work with even with adequate training, then your implementation is doomed right from the start.
If you want to ensure successful software adoption and implementation, then UX must be smooth, seamless, and free of any friction. This is where software testing comes in. Software developers should constantly test their projects to ensure the software is meeting the requirements you have set, including ease of use, navigation, and implementation.
Your software vendor/developer should provide you with regular testing updates. They should collaborate closely with you and your team to determine if the software is friendly enough for your organization. There are other factors that influence software project implementation. But if you want to increase the likelihood of success, then making the software as easy as possible to use for your users is a good start.
4. Make It Easy For Employees Too
There was a time when HR management suites were exclusive for HR departments and personnel. But with today’s technology, non-HR workers can now be given access to HR tools and perform HR-related tasks such as filing leaves, checking their schedules, and communicating directly with the HR staff via the HRMS portal.
It is imperative that non-HR users also find using their company’s HR suite and its tools easy to use as this will streamline many tasks, automate requests, and speed up a lot of processes. Having an easy-to-use HR software improved employee self-service to 41% and increased collaboration between employees to 8%. Since they don’t have to spend much of their time doing HR-related tasks, workers have more time to spend on their pressing tasks and other priorities.
Communication is Vital
When shopping for an HR management software for your organization, communication with all parties involved is crucial to picking the ideal software.
The inputs from your end-users and stakeholders will point you in the right direction. Constant and immediate access to your vendors/developer not only provide you with a picture of your software in its development phase, but also ensure that you have expert support whenever issues arise.
Whenever there is a need to scale up or down, you need to talk to your vendor to make the transition seamless and easy for everyone involved.