Your organization may be using an on-premise HRIS system or perhaps have chosen a Human Capital Management (HCM) software which no longer provides the ease-of-use and agility you initially wanted. Either way, do not let the daunting task of choosing a new HCM software dissuade you from finding the right solution for your organization. Remember the best HCM software is the one that works for your unique business needs and has features that you find valuable.
How Hard Is It To Move From Your Current System?
As you begin to assess HCM software companies your priority maybe to understand how complicated the move from your current system to new software will be. It is easy to envision a potential transition as being a big hassle and time-consuming. But ask yourself this; “how much productivity and efficiency am I losing due to a cumbersome legacy system which has led to the creation of ineffective processes which result in disorganization, un-necessary paperwork, and risks non-compliance?”
Through choosing the right HCM vendor for your organization’s unique challenges and opportunities you’ll streamline processes, maximize productivity, enhance efficiencies and more. The positive benefits you will reap from an HCM software which is configured to address your company’s challenges and needs are innumerable.
However, it goes without saying that switching your company from one system to another will require substantial work. Whether you choose to handle your HCM software project in-house or go with a team of specialized HCM implementation consultants your main challenge will be this: change management.
To be more specific, the change management for your HCM project will surround your workforce. Their inevitable resistance to adapting to updated HR processes and using the self-service capabilities of new software will need to be addressed and managed. This is done through continual, clear, and honest internal communications via town halls, newsletters, emails, info sessions, Intranet, pamphlets etc. An effective communications plan will need to be put in place which imparts the benefits your employee-base will get from your new HCM software and that training on new features will be provided.
The complexity of your actual move from your current system to your new HCM software will depend on your organization’s specific circumstances. The size of your company, what modules you want to activate, how differently you expect your new software to work from your current system etc. are all important factors. An experienced HCM consultant team will be able to assess your project requirements and provide an accurate and attainable HCM implementation project plan. When asking an HCM consultancy questions remember to ensure the HCM implementation plan they predict is unique to your organization. No two HCM implementations are alike and you shouldn’t be given a cookie-cutter plan.
The exercise of transferring your employee and payroll records, confidential employee information and more to your new HCM software is a complex one. It won’t be done easily and often requires the guidance of an HCM specialist who has significant experience in system implementations. Such a specialist will be able to do the heavy lifting when it comes to setting up your new software, providing training materials, ensuring you remain compliant, reducing the likelihood of errors and more.
Picking a Software Vendor For Your Unique Needs.
When it comes to choosing your next HCM software there are many factors to consider. There are multiple HCM vendors on the market and you will be aiming to choose one that improves on your experience with your previous Human Capital Management system- not replicate it. With that specific goal in mind here are the key factors to consider when assessing the HCM software market.
- Customized Services: When you purchase an HCM software – you aren’t simply buying a product. You are also buying into the advisory and support services which come with the software. Make sure your HCM vendor works with customers to provide support for you in the set-up (or configuration) of your software. Many cloud HCM software providers will work with HCM consultants who have highly specialized and industry-specific knowledge in configuration and implementation. Accessing the expertise of such consultants will greatly enhance the ease with which you can get your HCM software up and running.
- Solving Pain-Points: Don’t get lost in the array of features that are offered in cloud-based HCM software now. Instead, identify and prioritize the specific pain-points which made you start your search for new software in the first place. Find out if the HCM software you are considering excels at the area which you want to see the most improvement, whether that is payroll compliance, shift scheduling, performance management or anything else. Whether you craft an RFP or do research calls, always highlight the pain-points that you need to be addressed and follow through on asking related questions.
- Planning For Tomorrow: Ensure that your HCM software can scale with your organization as it grows and evolves. Perhaps you must switch from your current system precisely because it doesn’t adapt well to size, location, compliance, etc. changes. Making sure you don’t end up in the same situation again is important. Ask your short list of vendors how software features adapt to organizational changes and how such configuration changes can be made with little down time.
Contact Covalence Consulting Inc. should you have any questions around upgrading or switching from your current HCM system. We are always happy to have informative chats!