Three questions about social HRMS you should be asking potential vendors

Social HRMS is a broad term that covers many features and functions. How can you be sure that you’re choosing the best HRMS for your collaboration needs? As you shortlist your vendors, here are three questions to ask to ensure that you’re making the best decision.

1. How will you make tasks easier for my employees?

Social HRMS can bring together unconnected employees for a common goal. It can provide a platform that enables knowledge sharing and promotes innovative problem solving. The devil is often in the details, so when reviewing vendors be sure to drive to the specifics of how social media will enable employees to achieve better results in a shorter time period.

Recommended Reading: HRMS software guide - find a social HRMS software product suitable for your needs

If an employee wants to get an answer to a work problem as quickly as possible, will social HRMS meet that need or is email the faster route? Is the knowledge sharing functionality simple to navigate, and can employees easily locate information or will an employee revert to searching historical archives of email? Ask for references to get more details about the experience of similar customers with the software to go beyond the sales presentations.

2. How much effort is it to integrate with other platforms?

Social HRMS is all about networking and making connections. A social HRMS by itself is a powerful tool, but when it brings in content from other systems it can make an employee’s work life even better through linking to content-rich systems in a targeted manner. Your social HRMS should be a collaboration hub, an employee’s go to system, part of their daily work lives. As you take customer references, ask about integration points as well as the number of integrations to help you to understand a vendor’s ease of integration.  

3. Do you support ‘data enablement’?

A new trend in social HRMS is for pulling data from the core HRMS into social channels to give it more visibility. Business processes can be identified and tied to the social side, such as announcements about a promotion or a new hire, which can then be targeted to employees in certain locations or job functions. A social HRMS with robust analytics can also help you to determine which announcements are generating interest and participation among your employees so that you can target future news to those areas.

As you consider the possibility of data enablement, it is useful to consider the role of your social media department. Social HRMS is beginning to have crossover activities with these resources so tap into their expertise to share knowledge on this front.

author image
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.

author image
Heather Batyski