Best HR Software: Tips in Choosing a New HR Software System
In the past, human resource information technology specialists and systems were highly involved with an HR software evaluation in one way or another, but software-as-a-service (SAAS) changed the traditional methods used before, and system selection and evaluation are not done daily. It is highly advisable to identify your human resources needs, and 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.
Firstly, it is required to have a good plan and strategy. You can create your plan if you don’t have anything yet, making sure to consider human execution and maintenance strategy, and get away from high-volume text documents often used with high-level presentations in conveying the actual strategy to your top management. It is much better to use a collaborative software in creating the strategy rather than sending e-mail documents. Having a solid and valid plan is need before choosing your new HR software system, 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. Secondly, you need to have the correct team involved in the process of choosing a new HR software system, and you also need to have the proper and adequate resources. You have to remember to include the stakeholders in the decision process, as well as identify non-HR staff needs and considerations since systems are also used by non-HR staff. It is also advised to consider hiring an external consultant for assisting you in explaining and seeking the most effective methods for developing the correct strategy, 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. If there is a high likelihood of global penetration, you may also consider setting global functionality so that the final system you’ll choose is modifiable for any future corporate changes. 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 rely your final decision basing on the system demo, utilize decision drivers such as vendor viability and technology drivers to guide you accordingly. In vendor viability driver, consider the functionality, usability, return of investment (ROI), ease of integration, and operational effectiveness of the new HR software system presented, whereas for technology driver consider 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.
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