4 post HRMS go-live challenges
Well, hopefully you had a good go-live and the launch of the new HRMS went smooth as silk. Of course, we all know that just because something works when you switch it on, the job isn’t necessarily over and while there are some long-term post HRMS go-live and maintenance activities ahead, there are also some tasks to address in the immediate aftermath.
First of all, look at how well the system is functioning
The basic question is, is it working? But let’s break that down into some specifics:
- Are the features functioning as expected?
- What errors are occurring and are they within the expected margins?
- Were the bugs and glitches fixed within the desired timeframes? (And, are the fixes being applied with the longer term in mind?)
- How did data integrity stack up against expectations?
- Is the system working with other integrated databases and systems as expected?
- What ‘quick wins’ are emerging? And can you announce them so that you have some early positive news to give out?
Second, turn to your stakeholders
You did a lot of work early on in the implementation project to identify the different stakeholder and user groups, plus establish their concerns, needs, requirements, etc. The question now is, are those needs being met? It may seem early to ask this question – and certainly it won’t be the last time you ask it, it should be central to any system evaluation, at any stage in the HRMS life cycle – but if there are any teething troubles, spotting them early gives you a chance of nipping them in the bud before they become a serious project risk.
Recommended Reading: HRMS Software Guide
Thirdly, what about the training
The pre-go-live workshops, coaching, how-to guides, podcasts, etc. may be over with but the same probably can’t be said for users’ training needs. What fresh training gaps are users identifying now that they’re using the system on a regular basis? If they’re saying, “I wish they’d told us about X,” then you absolutely need to know what ‘X’ is.
Fourth, take a view on whether it’s time to let go of your external support
It largely depends on the initial success of the system, and what – if anything – you contracted external help to provide. But if you have engaged an HRMS consultant or paid for extra support services from the software vendor, then now’s the time to realistically assess whether there is a continuing need or not.
Finally, review the launch: what worked, what didn’t, what could have been done better and how. As with any event, it’s a case of review, record, and remember. After all, the learning will likely come in handy for all kinds of future projects and not just the next time you have a new HRMS to implement.
An in-depth guide to in-person HRMS training
A step-by-step guide to conducting in-person HRMS training during implementation
The role of your HR manager during HRMS implementation
A discussion of the role your HR manager should play in HRMS implementation
The role of your IT manager during HRMS implementation
What HRMS implementation tasks should your IT manager control?