The expectations and role of HR technology has shifted from manual tasks and process automation to boosting engagement, enhancing productivity, streamlining HR operations in the ultimate pursuit of business success. According to some intelligence, HR leaders are going beyond basic features and functionalities and is looking at the broader picture including user experience, business strategy and fostering relationships.
Here are the guiding steps you need to consider for a successful technology implementation.
Deep dive into the vendor’s website and read success stories
There are myriad of options available today when you look out for a HRMS solution. So, here are the following points in mind to make the right decision. Once you have decided which software you intend to implement in your organization surf through all the information available on the software. Narrow down your budget, priorities and list down your motives, which impress you the most and you think will work best for your business. Once you have the list down the requirements, check through their website. Conduct a deep research, find if you can have a free trial or a demo.
Meeting pre-sales team and consultants from the vendor side
It is important to know with whom you are going to do the project and who will be executing on your project. In this regard, business leaders should meet pre-sales team members and associate who will be closely working on the project. This step helps you work closely with the vendor’s team members and can state the right expectations and support standpoint. On the other hand, it builds a strong relationship with your vendor who is your partner in the journey.
In depth exploration of functionalities from your vendor
To help HR leaders make the decision wisely and drive the maximum value out of HRMS investment, it’s always a good idea to engage your vendor in the discovery process. While your vendor must have presented the solution to your business challenge and goals, adding that layer of discovery becomes important to reveal new set of features and functions. You may find some great success stories and engagements when leaders involve the vendor and seek guidance proactively.
Map your pain points with vendors
To foster a great partnership, leaders must share their challenges openly and discuss business pain points with the vendors so that they can instill the exact features and functionalities into your HRMS. This step is critical as it helps clarify what feature should and should not be architected through technology and which business pain points can be infused in the software. An insight into the pain points is crucial to define your mission critical goals.
As the HR Technology landscape evolves, the time is now to transform HR by moving core HR solutions to the software they can depend on. To get ahead of the curve, HR leaders should put simplification on the agenda that reduce complexity and help leaders focus on what they are trying to achieve and what really matter.