There are many options available to companies looking to improve the effectiveness of their human resource department using software. Technology advancements have streamlined many business processes, making them more efficient and reducing the number of human errors that occur. While mistakes do happen, using tools that mitigate these occurrences is a smart business practice.
However, those heading corporate HR departments and considering the adoption of software may feel overwhelmed with the number of vendors and platforms present in the marketplace. Making a selection can be difficult. Still, there are number of steps that can be taken to ensure that the human resources management system chosen will benefit the organization and make the recruitment, hiring, onboarding and other important processes much more effective:
- Understand the benefits of HR software: While many HR professionals may have a general idea of the benefits of tools that automate many of the manual processes they’re used to, CompareHRIS wrote that it is important to have a strong level of comprehension of what these tools can actually do. It may be helpful to narrow down software choices and do a thorough comparative analysis to make the most informed decision.
- Highlight business requirements: There are a variety of job functions that HR professionals have to perform on a daily basis. In many cases, an HR technology platform can automate many of these responsibilities. A blog post from emPerform suggested that organizations be clear on areas of inefficiency within the HR department. This could be related to payroll, employee training, tracking attendance, benefits management or collecting and storing candidate resumes for easy access. By highlighting areas where an organization can improve its HR functions, helps to facilitate the vendor selection process when it comes to choosing a platform that will help the HR department improve from an operational standpoint.
- Develop a strong knowledge of vendor offerings: Some HR software vendors sell their platforms and then offer little to no follow-up support once it has been purchased and installed. This is why it is important to work with a vendor that offers post-installation customer service and technical support. It may be helpful to interview other companies that have installed the same or similar solution, check Internet forums for feedback on a particular platform, or work with local HR associations to see if they’re familiar with and have used the platform the organization may be interested in. All of these steps can help HR decision-makers be more comfortable in their choice.
- Make the selection process collaborative: Before HR leaders make a decision to work with a software vendor, it may be wise to involve others in the process. This can include senior HR representatives and those who may not be as seasoned. The goal is to gain a thorough understanding of the day-to-day challenges faced by these individuals and then collect this information and choose a platform that will mitigate these issues.
- Ensure that current IT infrastructure will support the software: When introducing any new technology into a company, those in the information technology department must always be involved in this process. The IT professionals have a strong working knowledge of the systems already in place and will be able to make recommendations on solutions that will integrate seamlessly, or suggest network and other upgrades necessary to facilitate implementation. While it may be exciting to incorporate new software that will streamline the HR department, it can be a frustrating experience to go through an entire installation and encounter operational hiccups. This can be avoided by consulting IT first.