Your HRIS needs to be usable, engaging, and scalable. Most importantly, it needs to work alongside your core business processes and provide you with insights that will enable your business to thrive.
Selecting HR software that can do all of this and more is a multi-step process. Before listing your requirements, it helps to understand what options are available to you - this is what we refer to as the ‘information gathering’ stage: a crucial part of the selection process.
Information Gathering...
01
Agreeing the scope of the project
The first step is to agree on the scope and guiding principles for the project through meetings with senior HR management and members of the leadership team.
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02
Engaging with senior colleagues
These are the people who are closest to the business, i.e. departmental leads. Their views are key to the selection of the system. Not only will they be responsible for initiating various HR processes, they understand the data needs of their department.
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03
Reviewing HR systems, data and reporting
We review existing HR systems to understand their functionality and current frustrations. By looking at the existing workflow capability we can explore a range of suitable software solutions.
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04
IT Considerations
With cloud-based systems, the involvement of IT will be reduced compared to an on-premise system, but it is important to involve them in the process from the information gathering stage.
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05
Recruitment
Many HRIS solutions offer integrated recruitment resources. If recruitment or talent acquisition is in scope for the project, we consider the current ways of working and the desired ways of working.
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06
Learning and Development
If learning is in scope for the project, we consider the current learning and development framework and the future needs of your business. If learning is not in scope, it is still useful to meet with the learning and development team to identify whether there are any dependencies on people data.
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07
Finance and Payroll
Finance may have requirements for reporting, cost centres and processing payroll data into the general ledger. Payroll, if in scope, is an area that requires detailed planning and commitment to timescales. Therefore, it is important to establish the current ways of working from each payroll owner and what they would like to see from a new system.
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08
Performance and talent management
Identifying, nurturing and recognising talent is key to an organisation's success. It is therefore important to establish how performance (including appraisals, succession planning and reward) is currently managed and how far tools and strategies align with both best practice and the needs of the business.
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