Four HRMS selection myths that could damage your project
Choosing the right HRMS for your business isn’t always an easy task. However, there are a few misconceptions about the process that can make it harder. Here are four myths you don’t want to fall for.
1. Selection is the easy part
Looked at from one perspective, choosing the right HRMS for your business might seem to be a simple matter of knowing what you need and then just checking the specifications of the available options. The process of implementing your chosen system, with issues such as user training, data migration, and frustrating technical issues, can appear to be the bigger challenge. However, not necessarily so. If you don’t give the selection part of the project equal weight, you’re more likely to skip on early stakeholder engagement which is critical to establishing your system requirements. You also need an ‘accurate-as-possible’ prediction of strategic business direction for the next few years, otherwise you’ll have software with an insufficient lifespan.
2. A feature-packed HRMS is a good HRMS
We’ve all had a friend with the latest iPhone or other cutting edge device. All you hear is, “fingerprint security”, “customizable alerts”, “ hourly weather updates” and all the rest. A month later, they’ve probably deactivated the annoying biometric access, are still using the default ringtone, and are looking out of the window to check the weather. It can be the same with an HRMS. Those extra functions that sound so impressive in the brochure or at the demo will likely never be fully implemented because what really makes a difference to your business is failsafe time and attendance, or accurate payroll, or intuitive employee self-service. Ask yourself, is that fancy-sounding function business-critical? If not, will you use it to create measurable added value? If not, move on.
3. You need specialist help
There are many good reasons to employ an HRMS consultant: market knowledge, industry contacts, customization, process optimization, and above all, experience. However, hiring a consultant is not always a ‘must-do’. Firstly, if you can competently manage the recruitment of a new employee, you have the basic know-how to evaluate and decide on the right HRMS for you. Furthermore, depending on your needs, it may not be financially viable. It’s just not good value for money to pay for days of consultancy time if all you’re looking for is a simple employee database plus time and attendance package. If you are tempted to hire a specialist – and there are many good reasons for doing so, including those above – then just be sure beforehand on what specific additional value they’re bringing to the table.
4. The more demos you see, the better
There’s a reason it’s called a vendor shortlist. The basic aim of the selection process is to whittle down the HRMS market to just a few options any of which, on paper, could meet your needs. Then the face-to-face demos allow you to check the details and reality of each one, leading to the best choice for your organizational requirements. It may be tempting to keep adding just one more vendor to your demo list but too many presentations will only lead to ‘demo fatigue’. No matter how efficient your notetaking or how much coffee you drink, the more demos you see, the more likely you are to be left reeling and unable to remember which was which, let alone make an informed decision.
Featured white papers
RFP preparation for HRMS
Learn how to put together an RFP for your HRMS selection process.
Best open source HRMS systems
Top open source HRMS options that give you total freedom for customization at a code level.
The 16 most common HRMS modules & features
There is a great wealth of HRMS modules available to you. But what are some of the most common on...