4 Tips for Comparing HRMS Software

Are you in the market for a new HRMS? Have you considered implementing a new system or upgrading an existing one? Software analysis can be tricky as there are many options to choose from, but if you get your ducks in a row in a few key areas, you will be positioned for success. Here are a few best practices to keep in mind when measuring one HRMS against another:

Use Requirements to Objectively Rate Each HRMS

Often, HR users get swayed by a shiny user interface while IT can get wrapped up in minute details—neither situation is ideal. Before you see any demo or arrange a sales visit, define your business and technical requirements for any HRMS, and prioritize these. If you use this list as a scorecard for comparing HRMS contenders, it’s a safer option than going into a demo empty-handed or without a united front within your organization.

Use Your Network for Impartial Feedback

Current customer references are a definite must, but these can sometimes be biased as vendors will utilize their best customers to provide these references. Now is a time to tap into your professional or social network to get some additional opinions about the HRMS solutions you are comparing. In particular, I’d seek out anyone who has stopped using a product, as any strong weaknesses can be identified and noted.

Consider Hiring a Consultant

Software evaluation and selection can often be a minefield of passions and emotions as people become attached to a certain product. Sometimes, having an impartial person leading the HRMS comparison process will reduce anxiety and make comparing HRMS solutions more of an objective exercise. Just be sure that your consulting partner is not biased toward a particular product as they may specialize in implementing it and want to get a foot in the door.

Look to the Long Term

When you’re purchasing an HRMS, it’s usually a long term solution. While you might only have business requirements for today, it’s helpful to consider how you think you’ll grow as a company, as well as to compare the product’s roadmaps. For example if your priority is global growth, be sure to find an HRMS that is going in that direction too, as opposed to say, putting all their development focus on US tax updates.

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