HRIS Implementation

Technology has dramatically altered the lives of human resource professionals over the past 15 years. Today, much of what used to be time-consuming manual processes are performed by computers, freeing us to work on higher value activities. And the demand for technological solutions to human resource issues increases each year. In the next 5 years, 30% of the top organizations globally would adopt cloud related technologies including administrative functions like recruitment, payroll and benefits management.

We believe that businesses can drive real competitive advantage from HR technology and help organizations build business case for HCM service optimization by evaluate supporting technology and manage the change better.

What happens when you are the person responsible for selecting a new human resource information system? How do you approach this type of project? What is the process and what are the pitfalls? 

Software selection is invariably a more complex process and one with long-term consequences for an organization. It requires a careful and thoughtful approach to fully address the issues and impacts. We have developed the HRIS evaluation process, designed to help human resource professionals zero in on any type of human resource software, from stand alone applicant tracking systems to fully integrated HRIS and Payroll solutions.

Some steps may be combined or performed concurrently, but we strongly believe that human resource professionals will optimize their selections by following steps as highlighted here:

 

  1. The A Team 
  2. Goal Setting
  3. Evaluate Scalability
  4. Technical Environment
  5. Budgeting
  6. Specification document
  7. Build vs. Buy
  8. Research
  9. Vendor Identification
  10. RFP
  11. Evaluate
  12. Demos
  13. Re-Evaluate
  14. Decision Points
  15. References
  16. Demo Again