How to Choose the Right HR Software

The job of selecting HR software that is lean and fit for purpose varies on various factors including:
 

• Every organisation is different.
• People resist change.
• Digital transformation requires a skills revolution.

The purpose of digital transformation is to bring change for the good, not change for the sake of it. But many HR managers select an HRMS solution that is more complicated than necessary, meaning most of the functionality that has been paid for is never used. This often happens because those involved in the decision-making process have not looked at solutions in a comprehensive context. Most HR teams rely on manual systems and excel sheets, and by automation, admin tasks are reduced and HR teams can concentrate on value-added and strategic work. Cost-savings and increased productivity come not just from streamlined processes but from using the HRIS systems to address specific issues within the business.

Appointing a project team that includes HR and IT people should be the starting point in the screening process and organisations should also consider board-level sponsorship and support. A robust business case must be made for the need for an HR system; the best way to do this is to examine how the new HR software can positively impact the bottom line. Feedback should be gathered from all necessary stakeholders during the implementation process. Having put together a business case, the definition of HR software requirements must be tightly based on this.

In addition to ensuring that the right features and functionality are specified, it is important that the software is flexible and configurable not just customisable to grow with business needs. Ask vendors and service providers about future product roadmaps and find out how many upgrades can be expected within a specific timeframe. Always consider strategies for adapting software for regulatory and legislative changes including immigration and employment law. Brexit is going to have a massive implication on how we hire people from Europe. Most of the HR software is not prepared for this change or has done truly little to mitigate the forthcoming compliance hurdles their current or future clients will be facing.

Next, decide whether the HR software is an easily scalable or traditional on-premises solution. It is also equally important whether the HR software will be a standalone system or can be integrated with other systems such as, Pre employment screening, Compliance, Right to Work, Time Attendance Software, Global Workforce Analytics, or Applicant Tracking System (ATS). Organisations often tend to buy separate recruitment, payroll, and HR products. It is more prudent to run HR systems from a single database which saves time and eliminates the duplication of data which reduces the margin for error and preserves data integrity.

Having undertaken various implementations for different sectors in the past, Complygate HR Software is well-equipped to support clients with their digital transformation goals. Complygate HR technology is purposefully designed to be engaging and easy to use, for instance, and users are carefully trained on every business logic during the early training phase. Proactive training methods can even be advised and developed for the wider workforce. But the client must be aware of the above influential factors too, to ensure potential stumbling blocks are avoided and the period of change successfully managed.