We all know the various ways HRMS software can help simplify decision making for the HR management of any organization. HR management in today’s time holds special importance as it helps a company with information like benefits tracking, workforce demographics, etc. However, along with this, special emphasis must be put on HR selection and implementation as well. This is because the successful execution of the software will depend on the correct HRMS selection and implementation. A detailed plan is necessary for evaluating the requirements along with assessing the numerous solutions & vendors in the current market. Various advancements in human resource management software have resulted in process automation that helps in saving productive resources & time. But selecting the correct upgrade is always important.

When to opt for new HR Selection and Implementation Software?

Taking the decision of installing a new HRMS system for any organization is challenging. It takes time & a lot of other vital considerations. There lie many steps prior to & after HRMS selection and implementation. Whichever system a company implements, the company must be able to configure the software as per their needs for following the present policies & processes seamlessly.

At the beginning of the process of implementation, the organization must shape a method for converting the chronological data into a very new system. Here special emphasis needs to be put on the employee attendance management module of the HRMS system as well. Shaping a robust team is important for managing the manifold activities related to ERP & also payroll integration. The decision to implement new HR management software will always impact employees in various ways. So they must be able to experience involvement at a rapid pace so that the organization receives their buy-in. Ensuring more success is possible at the time of implementation by following this method.

Guide for best HR Selection and Implementation:

• Evaluate Requirements –

When it comes to the HR business process, it is vital to properly carry out HR selection and implementation. The correct selection will help in building the perfect model for all kinds of HR procedures. As a company determines all the modules & attributes of new HR management software, it will be easier to enhance the HR department’s efficiency to the fullest.

Start by classifying all the ongoing transactions of the human resource team into clearly defined sections. Prioritizing every transaction depending on functions that are mission-critical will lead to time-saving for the HR department. Defining every step within HR procedure is important like performance management and payroll. Another very important factor to determine for the HRMS software is the budget.

Analyzing other factors like the scale of the business operations, long-term & short-term goals for business growth, the number of personnel in the company is highly vital.

• ROI Analysis –

Whenever it is about a new HRMS selection and implementation, a cost-benefit evaluation always proves to be useful. It is vital to gather a quantitative measure of the saving that the company expects from the new HR management software. This is in context to the resources & time as an outcome of the process automation.

Some questions that you need to ask are:

Can the HRMS function efficiently with smaller teams?

Will the HR executives are able to emphasize strategic tasks with time saved because of the process automation?

What is the consequence it will have on the bottom line?

• Recognizing gaps in present HRMS –

While undergoing the process of HR selection and implementation, an organization must first assess the present system. Establishing all the pros & cons is necessary. The organization must describe all the procedures that they utilize in their HR system. Then can then identify all the gaps in the present system for the purpose of correction.

HRMS selection and implementation checklist are important starting from the steps that an HR department takes from pre-recruitment to exit. On top of that, listing out team members who are accountable for the steps along with the time required for completing every step is vital.

Following this, comes to an analysis of the costs linked with every step & the effect on the company if the steps were completed. Processes become more objective if an organization tries to enumerate the impact analyses economically.

• Vendor Evaluation –

Business processes while performing HR selection and implementation must craft formal RFP or Request for Proposal for the purpose of shortlisting vendors. RFP includes a list of the requisites in a question & answer format that the organization will send to the vendors. Automatically vendors who do not adhere to the needs will experience disqualification.

Ranking HRMS vendors as per the company’s preferences is a very vital step. The vendors can also receive invitations from the company for offering demos. However, it is important that every vendor receives an equal opportunity. When it comes to HRMS selection and implementation, there must be no biases. Standardization of the evaluation procedure is necessary that will be utilized for every vendor.

It is important to present similar questions to every vendor in order to offer them objective evaluations. Their answers need to be noted down against the predetermined parameters. By this, an organization can create an alongside comparison for every vendor.

• Development & Implementation of the Project Plan –

On the approval of the budget & selection of the vendor, a company will require a detailed plan for the HR selection and implementation. Working closely with the selected vendor is very important for this. Shaping a team is the next step and this must incorporate all key employees. There must also be a delegate of the vendor for observing & carrying out the implementation procedure.

The vendor must know about all the requisites of the company & in detail. Describe the vendor the effects of not adhering to the requisites.

The document must be detailed for listing out the tasks needed to be managed at the end. Also, the ones that need to be listed are to be finished at the end of the vendor. Every task must carry an estimated deadline. This will enhance accountability on both sides. This will serve as a map for determining the occurrence of any delays.

The last step is evaluating the implementation procedure against the expectations & goals. Gathering feedback from end-users is important for bringing enhancements to the HRMS.

Some other HR Selection and Implementation Checklist Points:

• Organizational Charts –

It is advisable to go with that HR selection and implementation software that carries the capacity of researching & printing organizational charts. In case the inclusion of this information takes place, entering it in an upfront manner is necessary.

• Personal Information for the Personnel –

This will incorporate basic address, dependents, contact information, emergency contacts, demographic data, etc. Organizations must permit the workforce to update all the data in the new HR management software. There is a massive need for setting up the security parameters for determining people who can or who cannot view or transform the information pieces.

• Absence Accruals –

Every HRMS Selection and Implementation checklist must include this point. This incorporates entire absences and also time-off banks that are paid, requests for time-off, etc. Some companies also choose to amalgamate the HRMS system with the time clock systems. This will call for the gathering of electronic timesheets.

• Recruiting & Applicant Data –

In case a company uses the HRMS system for tracking & managing applicants, it is vital to consider the historic data that needs to be entered.

• Benefits Details –

This will include every portion of benefits administration such as premium calculations, benefits statements, plan details, eligibility requisites, cost summaries, COBRA tracking, carrier information, etc.

• Information on Employee Development –

Certifications, qualifications, training courses, competencies & classes taken come under this HR selection and implementation checklist. This must incorporate future training & development prospects, information on enrolling online training, checklists of the needed training, etc. Few companies also utilize this for succession & career planning.

• Entire Compensation Data –

This point is about all benefits, base pay, and other data the organization will incorporate in the present whole compensation statements. In case if applicable, this can also incorporate data on ranges & pay grades. Few companies choose to embrace data on salary benchmarking as well. Only selected people can view this.

How can the employees show more belief in the new HR Selection and Implementation System?

Many times, the team members of the human resource department will discover non-updated original data while the new system is associated with present databases & systems. This is a very appropriate space for gathering updated employee data from the entire workforce. By this, the employees will definitely gain more confidence in the new system but only if all the data is correct and precise.

Parting Thoughts:

By now it is evident that carrying out a proper HR selection and implementation checklist is a must. This is vital for getting the right HRMS system for an organization. Business processes cannot run smoothly if HRMS selection and implementation procedures are neglected. After all, HRMS totally depends on the functions & principles of HR. Few carry in-built systems as well so that HR executives do no need to craft new procedures around it. HRMS system imitates this in structured methods. The configuration is also possible with a little bit of tweaking for fulfilling the particular needs.  HRMS system like exactllyHRMS enables an organization to be flexible at all times especially with cloud-based systems. This will allow a massive amount of customization. Contact Us & avail Free Demo for better understanding.