Three neglected HRMS stakeholders and what they can tell you
There are many HRMS stakeholders you’ll need to consult during your selection process, like the HR team, employees and managers. They all have well-defined and documented requirements when it comes to a new HRMS. Are there any voices that you are missing at the decision making table? Here are three groups of overlooked HRMS stakeholders and what they can tell you as you search for a new HRMS.
1. Downstream system owners
An HRMS can send data out in the form of integration files to downstream systems like sales and finance applications. External suppliers such as benefits vendors can receive interface files. The reverse situation can occur, an HRMS can be a consumer of data sent from systems like facilities or an IT system that generates email addresses.
Use this comprehensive selection checklist to identify key HRMS stakeholder needs and choose the right software for your company
Some systems are better at interfacing data than others due to available options. Will your HRMS allow you to integrate data easily to and from other systems? This area can be costly if a specialized or proprietary technology is used. Inquire with your downstream systems about their integration standards. Some external providers may be able to give you a perspective on the HRMS you are considering based on their experience with other clients.
Do you pay retirement benefits from your HRMS? Do you have a retiree population who can access your system to view data and payments? Former employees can provide a new perspective on your system and processes as they are removed from daily HR contact. As they aren’t employed by your company any more they need an HRMS that supports strong user-centric self-service. This population will want a user-friendly system that allows access to data and information in an easy to understand manner. This group will want to do as much as possible in the system without having to go through an HR contact.
3. Centralized reporting teams
A trend in recent years has been the creation of internal reporting teams or data intelligence hubs that combine data from multiple applications to provide C-level management intelligence. Big data and data mining can provide valuable insight into operational decisions.
Outside reporting teams can provide a fresh look at your data and a new perspective. Often when you’re surrounded by HR processes and data for many years procedures evolve. Data can start to take on secondary meanings as workarounds take place to make up for system gaps. Use your reporting colleagues to provide as a different perspective on HR data and how effective a new HRMS will be in this area.
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