3 Common Misconceptions about HRMS Consultants
You’re selecting and implementing a new HRMS and to help you through the (sometimes torturous) process you’ve engaged the valuable advice and expertise of a specialist HRMS consultant. To take an alternative perspective on this particular element in the project, let’s take a look at three misconceptions that might lead to some project-damaging mistakes (purely to help you avoid them, naturally)…
1) They're an HRMS Expert, Therefore They're Expert on Everything
Put like that, it sounds ridiculous. However, when somebody is billed as an expert, is turned to for expert advice, and is paid as an expert, sometimes we unconsciously expect ‘expertise’ in everything. Remember that nobody is perfect, and that although you have a right to see the expertise you’re paying for, there will also be areas in which they may be anything but expert. Your organisation, for example. You can brief them well, and connect them to the right people in the hierarchy to facilitate their performance, but they can’t know your workplace like you do. Effective consultancy relies on a partnership being built between the inside and outside perspectives.
2) Consultants Can Be Left to Get on with It
Naturally, you don’t want to get in their way; that would be counter-productive, to say the least. But you do have to manage their performance, just like everybody else’s. As stated above, the ideal is to forge a partnership and if the organisation is a ‘sleeping partner’ then that creates a vacuum that even the most conscientious consultant may not be able to fill, leading to missed targets, milestones and outcomes.
3) It's The Responsibility of the HRMS Expert to Deliver
Absolutely. But deliver what exactly? This is why agreeing highly measurable and specific outcomes up front is critical. Be clear and agree what the consultant must deliver. Agree what support and resources they will need to do so, then provide them. Then measure performance against the agreed outcomes. But that doesn’t mean they’re responsible for the whole project, only for the precisely-defined tasks that you have engaged them for. They’re there to perform a very specific function or functions, provide the expertise and experience you’re lacking and deliver similarly specific results. Like any delegation, you can allocate responsibility (and the appropriate authority to discharge it) to the consultant, but the accountability stays with the relevant people in the organisation.
Recommended Reading: HRMS Selection Survival Guide - Your Guide to HRMS Selection
Of course, you don’t necessarily need an HRMS expert. It’s perfectly possible to find, buy and set up HR technology without outside help. But a well-chosen consultant with the right skill set and attitude, in receipt of appropriate support throughout the project can not only smooth the way but also have a positive impact on the speed with which you achieve your return on investment. But only if the organisation is clear on what the consultant is there to do, and what they are not… and if the consultant themselves has similar clarity.
Featured white papers
HRMS Software Pricing Guide
Get your comprehensive guide to the cost of HRMS software in 2017Download
Five features of a standout HRMS demo
What to look for to sort your stellar HRMS demo performers from the rest of the pack
Three qualities of a good HRMS project executive sponsor
Finding an executive sponsor for your HRMS project can be difficult. Here are three qualities to ...
Three things that happen when you rush your HRMS purchase
Avoid the temptation to rush your HRMS purchase - it can have dire consequences further down the...