In yesterday’s Advisor, we looked at trends in technology and Human Resources Information Systems (HRISs) for HR. Today, for guidance on what to look for in HRISs, we again turn to BLR’s recently published HR Playbook: HR’s Game Plan for the Future.
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Whether you’re considering an HRIS for the first time or looking to augment your current system, there are some key factors you need to consider in order to keep your HRIS from becoming more of a hindrance than a help:
- Remember the importance of integration. “You will face ongoing headaches if the different modules are not well-integrated,” notes Electronic Commerce, Inc., in its white paper, Selecting an HRIS Solution That Meets Your Needs. “While there will always be room in the world for some individual ‘point’ solutions, an integrated suite is clearly preferable, especially for small- and mid-sized organizations.
This is an excellent point, particularly if you’re looking to add on to an existing HRIS platform—you may be better off in the long run going with a fully integrated system, even if it means switching away from what you’re using now, rather than trying to fuse multiple pieces together.
Additionally, it may be worth your while to get Information Technology (IT) involved, too, “to see if you are dealing with a truly integrated solution or different databases that are tacked together,” says Electronic Commerce.
- Don’t get a bigger package than you need. If all you really need is payroll processing functionality, don’t invest in a super-deluxe HRIS with all the bells and whistles. You will quickly feel overwhelmed and frustrated, not to mention that you will be spending more money than you need to. By the same token, however, look toward the future when choosing an HRIS provider. Your company’s needs in 2014 won’t be the same as your needs in 2019 or 2024.
- Follow up on references. Just as you wouldn’t hire a candidate (we hope!) without following up on his or her references, you shouldn’t invest in an HRIS without speaking to other companies that are already investing in it. This additional legwork up front can save you massive time and headaches down the line. Electronic Commerce points out that “it is worth digging to find references that are similar to your organization in terms of size, industry, and sophistication.”
You want to be asking about things like ease of use, customizability to your particular needs, annoying quirks they didn’t see coming, how long it takes to get fully trained and up to speed, how easy it is to generate the reports you need, and so on.
- Get clear on the real costs. Will you need to pay for new versions of the software? Will you pay extra for off-hours support? Are all modules included, or will you need optional add-ons at an additional price? Are there separate training and/or installation charges? Does your cost go up with additional users?
- Check the support. Before investing in any HRIS solution, find out up front what level of customer service you can expect and what hours and forms (Phone calls? Online chats? In-person service?) will be available to you. Also, what can you expect in terms of fixes and/or work-arounds when there’s a problem? How long could you be left hanging offline? As with so many things, this is an area where you get what you pay for.
It’s the brave new world of HR. Start your strategic thinking with BLR’s new practical guide: HR Playbook: HR’s Game Plan for the Future.
From diversity to discrimination to development, the brave new world of HR is here. Are you prepared for changes that are unparalleled in scope and impact?
- Employees all over the world, many of whom you’ve never met in person
- Technological advances
- Talent management challenges like Millennials managing Boomers you once thought would have retired years ago
- Big data on everything from hiring strategies to retention predictions
- Sweeping regulatory changes in the areas of health care, immigration, and privacy that have necessitated massive changes in the way you do business
- And the new normal—doing more … with less
HR 2015? Time to start planning with BLR’s new HR Playbook. Find out more or order here—HR Playbook: HR’s Game Plan for the Future.
It’s a lot to keep track of—and it’s not going to get easier. To help you get your head around big-picture strategy for 2015 and beyond,HR’s Game Plan for the Futureprovides a detailed rundown of trends, case studies, and best practices in the following areas:
- Recruiting and Hiring
- Onboarding
- Social Media and Technology
- HRISs
- Flexibility and Work/Life Balance
- Outsourcing
- Diversity
- Talent Management
- Employee Engagement and Retention
- Succession Planning
- Telecommuting
Find out more or order here—HR’s Game Plan for the Future.