3 Nightmare HRMS Project Team Members and How to Deal with Them

Every HRMS project is an adventure. Be it an implementation or an upgrade, there is always something that can go wrong. Destructive personality types often appear, regardless of your company size, industry or location. Read on for tips to identify and manage these individuals to peak the performance from your HRMS team:

The Perfectionist

The perfectionist has the best of intentions for your HRMS project, they want it to be a success and for the HR users, employees and managers to have a top notch experience. However, the perfectionist can quickly drag a project to a halt by extending deadlines and bloating project timelines. A perfectionist can appear in many places: process design, data conversion or even testing. For example, a perfectionist may create an extensive 50 page process document for a simple employee self-service transaction such as changing a name, when a 10 page one would be a better fit for future reference. To counter the perfectionists, create an understanding that while we’re aiming for success, we need to ensure milestone delivery in an efficient manner.

The Road Blocker

Do you know of a person who seems to think that nothing is a good idea... Unless he or she thought of it? A road blocker can quickly shut down participation in meetings as they will shoot holes in any idea and will stop at no length to push through their own plans. If you suggest that managers can create requisitions via manager self-service, a road blocker will assemble a myriad of reasons that it’s impossible. Make sure that the road blocker has a clearly defined area of responsibility and consider using an impartial third party to guide discussions, keeping design options objective and impartial.

Recommended Reading: HRMS Software Guide - Find software to match the requirements laid out by your HRMS team

The Next Stepper

A ‘next stepper’ is one who plans to use the project to propel their resume forward into their next job. It may be a consultant or internal resource, but they’re often eager to implement new functionality to fill in their personal resume gap, even if it’s the completely wrong decision for the project. I’ve seen things like position management implemented and complex reports built, both of which were later scrapped and reworked once the next stepper had moved on to greener pastures. Ensure that you have a strong functional review of any identified requirements and the expected solutions to be sure your HRMS is fit for purpose.

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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