SaaS HRMS Implementation: Enterprise vs Small Business

Software as a Service (SaaS) or ‘HRMS in the Cloud’ is a popular topic in HRMS circles these days as there are many touted benefits. These include quick implementations and pre-built manager and employee self-service functionality. HRMS in the cloud is a relatively new area, but is SaaS HRMS implementation a ‘one size fits all’ process, or will roll-outs differ between enterprise level business and small business?

Pre-Defined Processes and Fields Enable Fast Implementation

Rapid launches are a major claim to fame for HRMS cloud solutions. As HR processes such as hiring, promotions and other data changes are pre-built and all the fields are pre-defined, it’s only a question of how best to fit into the mold. For small companies, especially ones who are managed by disparate Excel workbooks or paper only, this is quite a boon! It’s only a matter of demonstrating the HRMS functionality and taking on these defined processes. In such an environment, SaaS HRMS implementation can be done quite quickly, and you can be using a new HRMS in a matter of a month or two.

Big companies will face a different environment, however. Often, a big company already has an HRMS with automated links to other systems and processes. When reviewing a cloud solution, it’s not simply ‘taking on the functionality’ but more of a fit gap exercise with a potential to lose functionality, or the necessity to determine a workaround. For this reason, SaaS HRMS implementation will not be quick! Instead, it will more likely resemble a traditional multi-year HRMS implementation.

Change Management Differences

Small companies are often flexible and nimble when it comes to change; in a worst case scenario, individuals can be personally walked through HR transactions online in the new HRMS cloud solution. A larger company will need to handle such change management activities differently, however. Usually, more frequent communication is required, as well as demonstrations of the new HRMS, portal announcements, broadcast communication emails, etc. As big companies often need to communicate outward to the masses rather than provide individual employee guidance, it will require a longer timeframe to accomplish employee buy-in.

Are you thinking about a HRMS cloud solution? The HRMS Software Guide can help you research and assess the systems currently available with independent analysis of HRMS products and vendors.

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Heather Batyski

About the author…

Heather is an experienced HRMS analyst, consultant and manager. Having worked for companies such as Deloitte, Franklin Templeton and Oracle, Heather has first-hand experience of many HRMS solutions including Peoplesoft and Workday.

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Heather Batyski