Choosing the right HR solution for your organisation can be a crucial decision based on the risks and returns involved. If the selected HR software does not answer your HR need this could lead the management to face higher inefficiencies that can lead to disaster. Fortunately, this problem can be overcome by a little advanced planning based on a detailed understanding regarding your organisation.
Ticking off the pointers given below can enhance this crucial decision making process and provide positive returns towards your investment.
Identify the biggest obstacle.
Documenting, analysing and keeping track of data can be extremely time consuming and exhausting. As human errors are unavoidable chances of duplication can be high which can be frustrating to the entire HR department contributing to the highest level of inefficiency. The HR solution that you are planning to invest should be something that can ease this frustration and increase efficiency.
At the same time it is important to identify the tasks that waste the most amount of organisational resources and verify if the HR software provides a solution to this problem. While many just see the benefits it is also important to identify the repercussions and impact on your entire organisation and workforce.
Identify what we are doing right.
A common misconception made by many is that the entire HR processes and procedures need an overhaul. Unfortunately, this may not be true. When critically understanding and analysing the tasks and procedures involved you should be able to identify even small tasks that carry a long way towards an effective process. As a result it is important to make sure that the HR software enhances these procedures rather than creating new problems that didn’t exist before.
Identify the returns
There are must-haves, which fixes the issues that are costing your organisation the most time and money and should be your greatest priority. A thought can also be given to the extras meaning they’re not as critical as your must-haves but would certainly be a welcome addition to any software package. These are the additional features that can make the difference in your organisation being good and exceptional. Distinguishing these two factors can be confusing. Hence an example would be something like, if payroll processing and paperless employee onboarding are your HR must-haves, your nice-to-haves might include a fully integrated employee performance review or applicant tracking system.
Simultaneously, it is important to check if these returns align with not only your HR objectives but your organisational objectives as well.
Identify the decision makers
Obtaining a HR software is an important investment hence leaving the decision making authority on one individual can be a risky task. As it is important to weigh in the opinion of the stakeholders involved in the process, at the same time it is not practical to do so as well. Hence it’s a good idea to have at least one representative from every key function in the HR process or related teams within your organisation, or at least those who are directly involved with your business’s HR operations. The key role of this group will be helping to weigh the pros and cons of prospective platform providers and solutions.
Identify your final budget.
Without first deciding how much you have to spend, it can be a bad idea to begin the search for HR technology. Having a clear understanding of the funds available for such a major purchase enables you to determine which vendors and platforms are within your range, and which ones aren’t. This can help you narrow down your top contenders faster without wasting time on options that may not be the right fit for your company.
Likewise, Service is a key differentiator among vendors and platforms. You may be better off with a vendor who provides exceptional, personalized service but can only offer your must-haves within budget, than a vendor that promises both your must-haves and nice-to-haves for a lower price but skimps on service. Partnering with a vendor who offers scalable solutions tailored to your business’s needs will usually allow you to add your nice-to-haves a la carte once your budget permits it.