Do You Really Need an HRMS Consultant?

Choosing a new HRMS is both a simple and complex process. Simple, because in essence it’s just a case of deciding what functionality you need (now and in the future), finding a system that can give you that, and then installing/implementing it. Complex, because there is oh, so much that can go wrong along the way.

As the old saying goes, “There’s many a slip twixt cup and lip,” and sometimes an expert helping hand can make all the difference. But when it comes to engaging and working with an HRMS consultant, the first question to decide is simply whether you need one or not. In order to find out, ask yourself the following questions…

How Well Do You Know the HRMS Market?

Even a few years ago, the number of HR systems available was legion and keeping up with who was hot, who was reliable, and – less common – who was both, took time and effort. In these ‘cloud’ times, with easy to establish SaaS options widely available, the number of options has exploded and knowing what’s out there is practically a full-time job.

Decide whether you really need an HRMS consultant using this in-depth guide to budgeting for, hiring and working with HRMS consultants

Factor in issues as basic as understanding the jargon of HR technology, and being able to weigh the merits of various features, and the expertise of an HRMS consultant can make the difference between a successful HRMS project and ending up with a costly white elephant.

How Many Software Systems Have You Implemented?

In a way, the real work begins after you’ve chosen the system. Installing the software (not so much on your servers but rather into your organisation’s ways of working) is a complicated project, involving a balance of technological and human factors. There’s no real substitute for HRMS implementation experience and if you haven’t been through the process before, you might benefit from the help of someone who has.

Do You Have the Resources to Go It Alone?

Even if you have the right people with the right skills and experience to run the project smoothly, can you afford to deploy them in that way? Part of the cost of an HRMS is the time needed for careful selection and implementation. This can take a lot of people away from their day jobs and that has an impact on productivity and profitability (or at least, it should do, because if it doesn’t you have to ask what those people are doing in their day jobs).

Whether you decide you need (or at least, could benefit) from the services of an HRMS consultant depends on your organisation’s circumstances at the time. But what is certain, is that a competent consultant can ease the resource burden, bring a high level of expert knowledge, and help you avoid making ‘first-timer’ mistakes. The only remaining question involves looking at their price ticket and deciding whether the benefits outweigh the cost.