Finding the right HRMS for your startup

Are you leading a startup and looking to select an HRMS? A startup’s HRMS needs can differ greatly from established, traditional companies and should be taken into account as you search for your new application. Here are key features to focus upon during your HRMS selection process.

Ability to easily turn on modules and functionality

Startups are usually lean and nimble organizations with a flat management hierarchy in the early days. Decisions are made quickly and action occurs rapidly as one needs to be fast to become established. As a result of this mindset, a startup is not willing to wait when they decide that they want to enable a new HRMS feature. How easy it is to turn on employee or manager self-service? Is it something that can be done in-house or does it require the attention of the vendor? As you go to market, think about what features you may want once you’ve grown above 1k or even 10k employees and ask your short list how quickly these items can be enabled.

Recommended reading: navigate the selection phase of your HRMS project unscathed with our HRMS selection survival guide.

A technology agnostic platform

Many startups are a hodgepodge of technology as employees are in a bring your own device (BYOD) environment for laptops or using personal devices such as smart phones built on various operating systems. Some HRMS are narrow in the browsers that can be used or offer limited mobile functionality. Until you grow large enough to offer a standardized technology landscape and build, the safest option is to restrict your shortlist to vendors who open their application to a variety of platforms and operating systems.

Possibility to perform data loads

Many startups are growing or expect to expand at a rapid pace. If you are hiring in large numbers, it no longer becomes feasible to enter new hires manually but instead you need to utilize some automation. An HRMS that allows for mass loads will be critical for your success. As you review HRMS vendors and products, ask about mass loading tools and whether it can be used in house or only via the vendor.

I’ve seen many HRMS that are not user-friendly in this area, so it’s also helpful to consider who will be operating this feature, do you have a tech savvy HR user or instead a technology guru who is versed in HR data usage? Involve the user in the software demos when this functionality is being reviewed and once you have drawn up a list of requirements and selected a product, include this person in the first round of training sessions so that your user can support the initial implementation loads.

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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

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