Your HR department needs HR software because it has a tough job to do. It must keep accurate and detailed employee records while complying with constantly evolving industry and government regulations. If you have a small HR staff, it is nearly impossible to get all that done while still contributing toward nurturing your organization’s business objectives through proper recruitment and employee motivation. Implementing the right HR software to facilitate and automate your business processes is critical to your company’s success, no matter its size.
According to a recent report by KPMG, only four out of ten software projects come near to offering total ROI. Successful HR software implementation is critical to realizing a return on investment in the solution. To help you avoid the many hurdles and pitfalls that companies experience when implementing their HR solutions, follow four tips: engage with key stakeholders, implement a high-quality system, narrow your scope of implementation and have a realistic timeframe.
1. Engage With Key Stakeholders
When you decide to implement a new HR software system, your employees must change how they usually conduct business. Each department in your company has to work seamlessly with HR, including IT, sales, finance, legal and, of course, HR team members.
Resistance to change is a natural human trait. You can’t overlook the human element of your business, as it affects every facet of your operation, including employees’ response to change and the company culture. Additionally, you must convince your leadership team that implementing new HR software will improve efficiency and employee experience, ultimately helping to boost revenue and cost savings. Whether you need your people to update their personal information, embrace a new workflow system, or submit time cards online, your system’s success relies on effectively engaging stakeholders and developing a communication strategy to obtain early buy-in.
2. Implement A High-Quality System
With so many HR software solutions available, each packed with an array of features, selecting the right one for your business can be a challenge. Remember that only a few features might be appropriate for your needs, so taking a modular approach is likely your best option.
When implementing a system, take a broad view of your requirements and narrow it down to the features you need. First, security is paramount since the system needs to process confidential and personal data. There’s little margin for error when it comes to data security, so you need software that includes the highest levels of encryption and transfers data securely.
Another key to the HR software’s effectiveness is the accurate processing of your employee data. If the system is prone to any system or human errors, there could be disastrous results. It is essential to have a solid testing procedure to ensure that you input data correctly into your new system.
3. Narrow The Scope of Your Implementation
Some common problems you may encounter when implementing HR software include poorly defined requirements and scope creep of deliverables due to miscommunication among project managers, stakeholders, and vendors. These issues could result in rejection of the system or late delivery of the HR solution. A robust implementation and onboarding team can identify the problems early and ensure that the project stays on track.
The team helps you implement only the software necessary for your organization by defining the modules in scope. Additionally, they allow you to document your organizational goals and prioritize your requirements when selecting HR software.
A structured, professional implementation prevents you from agreeing to unnecessary work, which could raise costs and cause delivery delays.
4. Have A Realistic Implementation Timeframe
Once you have chosen your company’s HR software and selected the required modules, it is time to kick off the implementation cycle. At this point, the requirements that your implementation team documented become crucial because the processes that you want to run and the outcomes you need to see will give you a clear indication of how long the implementation would take.
Having a realistic timeframe is critical for the successful implementation of your system. Failing to establish or stick to your timelines could mean that essential items like staff training or testing suffer as you push to get the system live.
A rushed project comes with several risks, such as pushing to cut corners, leaving key staff out of the implementation, or unrealistic “go-live” dates. Realistic timelines allow for comprehensive engagement with stakeholders, in-depth HR software testing, and a well-planned training schedule.
Arcoro Provides Best-In-Class HR Software Solutions
The modular Arcoro Core HR software cloud-based solution is designed to help you improve efficiency, minimize risks, and bring together high-performing teams.
The software features unique modular architecture to meet organizations’ current and future requirements. What’s more, it improves employee engagement and promotes transparency, resulting in low employee turnover, higher productivity, and improved business results. The system also enables safe and efficient storage of confidential employee data to minimize exposure to government and industry compliance issues that could burden your organization.
No matter your needs – from onboarding, talent management, core HR functions to time and attendance tracking – contact Arcoro today for a demo of our HR software suite.