4 tips for building your HR software selection team
HR software selection isn’t just about finding the right HRMS system for your organization. On a practical level it’s also about having that system accepted by users, as resistance to the system at an early stage greatly decreases your chances of a successful project.
Here’s four useful tips to ensure that your HRMS selection team runs as smoothly as possible and gets the results you require.
1. Give all stakeholder groups representation
Selecting the right HRMS software is all about identifying specifications and requirements, shortlisting vendors, attending demos and weighing up the right decision. First, if you want stakeholder buy-in for the project, you’ll need to engage with the right people: influential groups and individuals whose support can make a difference. Giving those stakeholders some representation on the team choosing the software is the best way to make them care about the outcome. That said, you don’t want a large team full of ‘spectators’. C-suite, users, key managers, and HR, IT and Finance/Procurement representatives are also important - choose the people who can really help you drive the project.
Recommended reading: HMRS software selection checklist
2. Aim for a balance of skills
The question is not simply ‘who does each team member represent’, but also ‘what can they (as an individual) do’ and ‘what skills do you need for your particular HRMS project?’
For example, if the project is likely to include a radical overhaul of your HR procedures then you’ll need someone with a firm grasp of both the practical and strategic facets of HR work. Similarly, if you’re aiming to source a sophisticated management dashboard replete with real-time reporting and analytics options, you’ll need input from the managers who, you hope, will be using this functionality on a regular basis.
3. Consider external resources
Your organization may not have people with all the skills, experience and insight that you need. Or maybe it does but the key people cannot be spared to work on your HR software selection project. If so, another option is to buy in external expertise in the shape of HRMS consultancy, budget permitting.
Subject to the particular ‘gaps’ in your team, a consultant should have a broad understanding of the HRMS market, significant prior experience of HRMS selection, and credibility with key stakeholders.
4. Onboard all members of the selection team
Choosing the right people for your selection team is just one part of the process. As with any team, performance relies on more than just good recruitment. You need to lead, manage, engage, and develop in order to build a true team. The first step is onboarding, but this is often neglected. Most or all of your team come from within the organization so it’s tempting to assume that their in-house status gives them sufficient background and context to be able to just get on with the job. However, this is a new role and team members will need clarity on what is expected of them. Share the project goals, success criteria, plans/strategy and clarify individual roles and objectives. Give them access to the information, resources and people they need to succeed.
However part-time or temporary the HR software selection team might be, managing it as a team in its own right is the best strategy for choosing the right HRMS for the organization.
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